Virginia Employer Law
Discriminatory Strength Test Can Cost Millions?
The Situation: In an effort to minimize the chance of work-related injuries, you have applicants for physically demanding positions undergo a strength and agility test. Your workforce ends up being significantly male. Should you be concerned about being hit with claims of discrimination?…READ MORE
In Case You Haven’t Already Heard…The New Overtime Rule is Here
We have all been anxiously awaiting the publication of the Department of Labor’s Final Rule updating the overtime regulations since the issuance of the Notice of Proposed Rulemaking back in July of 2015. The wait is now over. So what do you need to know about the Final Rule?…READ MORE
Can You Discriminate By Making an Employee Do Less For the Same Money?
The Situation: You decide to shift supervisory responsibilities away from one of your current supervisors to a new supervisor, but keep the old supervisor at the same rate of pay with the same job title. Could this be considered an adverse action that could support a discrimination claim?…READ MORE
Training Time—Compensable or Not?
The Situation: You have a new business that will require a number of employees with a particular skill set. You find a way to get a local community college to offer a free training course focused on this particular skill. At the conclusion of the course, you open for business. Can the employees make a claim that they should have been paid for the time spent learning the skill at the community college?…READ MORE
Keeping Your Story Straight—The Importance of Consistency to Avoid FMLA Interference Liability
Keeping Your Story Straight—The Importance of Consistency to Avoid FMLA Interference Liability by Elaine Inman Hogan, “The Job Description”, published by The Defense Research Institute (April 26, 2016) As employment lawyers, we are all too aware of the importance of consistency and the dangers of inconsistency when it comes to the application of employment policies. Another area in which inconsistency can leave employers vulnerable is providing a reason(s) for employment decisions, including those related to interference claims under the FMLA. Two different cases in recent years illustrate this point. To read full article, click on link below - [caption id="attachment_719" align="alignleft" width="300"] The Job Description, Defense Research Institute[/caption]…READ MORE
Fired for F-Bombs?
The Situation: You have received some reports that one of your supervisors is demeaning and hostile toward employees and “drops f-bombs on a daily basis.” You investigate the complaints and determine that the complaints are substantiated. You counsel the supervisor but don’t take any formal disciplinary action. The supervisor then lets you know he may be asking for FMLA leave. In the meantime, you receive more complaints about the vulgar language and conduct and you decide to fire the employee. Will he be able to make an FMLA interference claim?…READ MORE
Routine Deletion of Video Records Could Cost You
The Situation: One of your employees gets into a physical altercation with a supervisor. The employee and the supervisor point the finger at each other, each claiming the other started it. Fortunately, you have video footage of the incident from surveillance cameras in the relevant area. You review the footage and decide the employee is to blame. You fire the employee. The employee then claims he was discriminated against because of his race when you fired him and not his supervisor. The problem is that the video was deleted as part of your routine information purging protocol. Could this mean trouble?…READ MORE
Title VII Liability for Racist Remarks of a Non Decisionmaker?
The Situation: Based on reports made by your supervisor about some performance problems of one of his subordinates, you fire him. The terminated employee then claims that the supervisor made a number of racist statements to him. Since the supervisor didn’t make the decision to fire the employee, can your company still face a claim under Title VII for discrimination?…READ MORE
How Far Can You Go With Medical Inquiry of a Prospective Employee?
The Situation: You have found a good candidate for an open position—the only thing between him and the job is a medical screening. During the screening, you become aware that he had a back injury a few years ago and you are worried he can’t do the job, which is fairly physically demanding. Can you require that he get an MRI to get more clarity on his condition? And if he doesn’t get the MRI, can you take back the job offer?…READ MORE
Can You Take Back a Job Offer if He Becomes a She?
The Situation: You are interviewing a number of candidates for a vacant position. One particular candidate stands out and he seems like he will be the best fit. After you offer him the job, he tells you that he is a transgender and will be presenting as a female by the time he begins to work. Can you rescind your job offer?…READ MORE