The HR Specialist: Employment Law

Q During a recent exit interview, an employee told us that she had been sexually harassed on the job. But she claimed that she was leaving the company for a better job, not because of the alleged harassment. What should we do with her complaint? Do we have an obligation to investigate this claim even though she is leaving? L.C., Louisiana

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Your chances of winning a job discrimination lawsuit just took a tumble. The U.S. Supreme Court ruled in June that workers don’t need direct evidence …

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Two female supermarket employees complained to a district manager that their store manager had sexually harassed them. The district manager promptly …

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The Twentieth Century Fox production lot in Los Angeles includes many conveniences, including a commissary, store and automatic teller machine. However, Les Jankey …

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Continental Airlines followed a detailed attendance policy with machinist Kevin McGuire. He first got verbal and written warnings, then was fired. McGuire contested …

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Steven and Karen Holman are not only married and work together in the same maintenance department, but they also filed suit together claiming sexual harassment …

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The 6th Circuit has endorsed a Labor Department regulation that says a company can’t count time under the FMLA unless it notifies the worker, within two days …

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Zenaida Garcia-Ayala missed a lot of work while battling breast cancer. Over a dozen years, she used salary continuation and short-term disability …

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The Equal Employment Opportunity Commission (EEOC) is warning employers that they can’t use employment agencies to skirt anti-discrimination law. The EEOC sued …

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Over the next two months, thousands of U.S. businesses will be mailed a government survey asking for how they handle absences under the …

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