Virginia Employer Law
Discrimination Based on Perceived Sexual Orientation??
Posted on March 29, 2017READ MORE
Despite Serious Documented Performance Issues, Reference to Medical Leave May Mean FMLA Retaliation Claim
Posted on March 22, 2017READ MORE
Has Filing an EEOC Charge Just Gotten Easier?
Posted on March 15, 2017
Posted in Discrimination Lawthe situation In recent years, the EEOC has begun the implementation of a digital charge system—the idea being that allowing employers and employees to utilize a digital system would both make it easier on them and also on the agency itself. The first phase was implemented in 2015 and allowed employers against whom a charge […] READ MORE
Firing Six Weeks After Charge Enough to Show Retaliation?
Posted on March 8, 2017READ MORE
Can Hugging Be Hostile?
Posted on March 1, 2017
Posted in Title VIIthe situation One of your top level managers is known to frequently hug female employees, both in the workplace and outside of work. A female employee who has worked for your company for a number of years ends up filing a charge with the EEOC, asserting a hostile work environment in violation of Title VII, […] READ MORE
Concerned About Protecting Your Trade Secrets?
Posted on February 22, 2017
Posted in Employment Policies and Compliancethe situation Something that many employers have in common is a concern about protecting their confidential information, particularly in this day and age, when job hopping is somewhat common. Many employers have some significant concerns about making sure that their trade secrets are fully protected from disclosure by employees that move on to greener pastures—this […] READ MORE
Can Firing an Employee for a False Sexual Harassment Claim Be Considered Retaliation?
Posted on February 15, 2017READ MORE
Can Employers Obtain Cell Phone GPS Data In Unpaid Overtime Case?
Posted on February 8, 2017READ MORE
New FLSA Test for Joint Employers in Fourth Circuit—If You Use Subcontractors, Pay Attention!
Posted on February 1, 2017READ MORE
Would Your Company Need to Let an Intellectually Disabled Employee Work Shorter Shifts?
Posted on January 25, 2017
Posted in Americans with Disabilities Act (ADA)the situation You have an employee with intellectual limitations who typically has worked a consistent schedule of 12 pm until 4 pm. The employee has historically been a good employee and received good marks on performance reviews. You implement a new computerized scheduling process, pursuant to which employees are all automatically scheduled for various eight […] READ MORE