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A white woman who once worked for the Texas Historical Commission has filed a lawsuit claiming the commission discriminated against her on the basis of race, gender, age and in retaliation for making a complaint.
Can an employee who wants to prove discrimination take, copy and disclose company documents? How does that square with the company’s right to protect what it deems to be confidential information? The New Jersey Supreme Court recently offered some guidance on this issue in Quinlan v. Curtiss-Wright.
Q. Recently, several employees suffered work-related injuries shortly after we hired them. As a result, our workers’ compensation premiums have soared. The company’s CEO, in an effort to avoid this problem, has directed us to hire only “careful” workers in the future. Is this legal?
The U.S. Supreme Court has unanimously ruled that an employer may be held liable for employment discrimination under the Uniformed Services Employment and Reemployment Rights Act (USERRA), based on the discriminatory animus of an employee who influenced, but did not make, an ultimate employment decision.
Q. We keep hearing that retaliation can be a bigger lawsuit worry for employers than even discrimination or harassment. What kinds of employment laws impose retaliation liability?
Employees have tight deadlines for filing discrimination complaints. But the clock doesn’t start ticking on those deadlines until the employee knows he’s been fired. If you’re terminating someone, be sure to make that clear!
Employees are three-for-three in employment law cases argued before the U.S. Supreme Court this term, now that the Justices have decided that an employee doesn’t have to complain in writing in order to be protected from employer retaliation.
Q. Several of our employees are in the Army Reserve or are on long-term leave due to military deployment. What rules apply?
3M Companies appears poised to settle a high-profile age discrimination suit. Earlier this year, the company filed a joint motion for preliminary approval of a class-action settlement involving approximately 7,000 workers. If the Ramsey County District Court agrees, the employees (and their attorneys) will split $12 million.
When employees who have had serious health crises return to work, employers often worry that they may not be able to work safely. While that may seem like a valid concern for employee welfare, courts seldom see it that way. In fact, if a returning employee also requested reasonable accommodations, refusing to let him return may amount to retaliation for protected activity.