A federal court has shot down an employee’s claim that he should have received an accommodation because of his association with a disabled individual. That’s good news, as it nixes time off to care for a disabled individual if the employee isn’t otherwise eligible for FMLA leave.
Smart employers use a variety of methods to prevent age discrimination and other claims. Such mechanisms don’t happen by accident, but require careful attention to detail and a comprehensive hiring and firing program.
If you have employees who deal directly with customers, how they handle those interactions may be grounds for dismissal. When a customer complaint plays a role in a discharge decision, make sure you can locate that customer later. Customers’ testimonies can be powerful in court because juries tend to view customers as impartial.
Looks like the National Basketball Association will make up for time lost to the lockout by playing on both the basketball and legal courts for the next few months. A former NBA security official claims his firing last summer was retaliation for reporting sexual harassment incidents.
U.S. combat operations in Iraq ended in December, and the Department of Defense is gradually drawing down forces in Afghanistan. As you rehire employees returning from military service, make sure you follow USERRA guidelines. How to comply:
What’s weirder: Actor James Franco earning a D in a drama class, or a NYU professor alleging he got the ax for giving Franco the lousy grade? José Angel Santana, who taught Franco in a 2010 directing class, says the university was so eager to please its star student that it retaliated when Santana issued the low grade.
Once in a while, the honeymoon is barely over before a new employee starts to struggle. Since every job has a learning curve, you may hesitate to terminate right away. But you can’t ignore the problems, either.
AT&T has settled a suit filed by former workers who took early retirement offers from the company and then asked to be rehired. AT&T claimed early retirement packages made the workers ineligible to return to work.
A company whose business is maintaining and repairing U.S. Navy equipment has agreed to settle with an employee who said his religious convictions prevented him from working on “weapons of war.”
Employers may hope they can keep out of the EEOC’s crosshairs by having employees sign arbitration agreements. It usually doesn’t work. The EEOC is free to pursue litigation, even if you end up arbitrating employee claims at the same time.