Virginia Employer Law
Can’t I Do Something About These Unfounded Discrimination Claims?
The Situation: Your employee brings a claim of discrimination against your company which you believe is completely meritless. If you pursue a malicious prosecution charge against her, could you face a claim of retaliation?…READ MORE
Don’t Tread on Me Flag Considered Racist?
The Situation: You have an employee that frequently wears a shirt displaying the “Don’t Tread on Me” (also known as the Gadsden flag). Another employee complains of discrimination, claiming that this symbol is creating a hostile work environment. Could this really be a claim?…READ MORE
Half a Million Dollars for Pregnancy Discrimination Claim Against Chipotle
The Situation: One of your employees announces she is pregnant. Not long after, she complains that ever since she announced her pregnancy, her manager has been treating her differently, including not allowing her to take bathroom breaks. What sort of exposure do you have?…READ MORE
I Found My Employee’s Resignation Notice on Her Desk—Is This Considered Notice?
The Situation: You have an employee who has been acting somewhat disgruntled. One night, after hours, you come across an envelope on her desk with your name on it that contains a letter saying that she is resigning and her last day will be in two weeks. She shows up in the morning and you tell her that you are accepting her resignation effective immediately. She then seeks unemployment benefits—could you be on the hook?…READ MORE
Use of Staffing Companies and Joint Employer Status
The Situation: Your company has a contract with a staffing company whereby the staffing company provides you with employees for particular positions. These contract employees enter into employment agreements with the staffing company. These employment agreements specifically state that if a company contracting with the staffing company to provide services asks that the employee be removed from the site based on dissatisfaction with his or her performance, the staffing company has the right to terminate the employment agreement. One of your contract employees working for you through the arrangement with the staffing company claims that another employee has sexually harassed her. You investigate and end up firing the alleged offender, but also ask the staffing company to remove the complaining contracting employee from the site. Can you face liability under Title VII as a joint employer?…READ MORE
Hundreds of Thousands of Dollars and Agreement to Provide Future Training To Settle One of EEOC’s First Sexual Orientation Discrimination Lawsuits
The Situation: One of your supervisors regularly makes jokes about the sexual orientation of one of your female employees—along the lines of how he would like to turn her back into a woman and how she would look good in more feminine attire. She complains about the supervisor’s comments. If she is subsequently fired, could you face a retaliation claim under Title VII?…READ MORE
Jezebel Comment Leads to Hostile Work Environment Claim
The Situation: During the interview of a prospective new employee, one of your male supervisors comments on a female employee’s attractiveness. After the employee is hired, the same supervisor repeatedly and frequently comments on the employee’s appearance and attire. The supervisor then begins calling her a Jezebel. She quits, citing the problem with the supervisor as the reason. Could you be facing a claim of hostile work environment?…READ MORE
Watch Out-Steeper Civil Penalties Up Ahead
The Situation: You can face civil penalties if the DOL determines that you have violated any of the laws that its departments help to enforce—including, for example, OSHA and the FLSA. Some of these penalties have stayed at the same amount for the last twenty years (or even longer). But recently, as a result of an act passed by Congress directing agencies to adjust their penalties for inflation, the DOL has published a new rule increasing the civil penalties that will apply for certain violations.…READ MORE
You Fired Me Because I’m an Alcoholic—Is that Discrimination?
The Situation: You have an employee that has suffered from severe alcoholism for some time. After a couple of instances where he fails a breathalyzer while on the job, you fire him. You tell him he can come back if he completes an intensive alcohol rehab program. He enrolls in such a program and then after completion, applies for a job. You decide not to hire him. Should you be worried about a claim of disability discrimination?…READ MORE
Employee Wellness Programs—New EEOC Input
The Situation: Because you want to encourage your workforce to be healthy, you decide to implement an employee wellness program. What are some of the steps should you take to make sure your wellness program does not violate the ADA?…READ MORE