Is it Retaliation to Fire A Supervisor For a Fabricated Sexual Harassment Report?
Posted on June 28, 2017READ MORE
FMLA Retaliation Claim Even Where Actual Decisionmaker Didn’t Know About Use of Leave?
Posted on May 3, 2017READ MORE
Calling Your Boss a Nasty Motherf**ker is Protected Activity?
Posted on April 26, 2017READ MORE
Despite Serious Documented Performance Issues, Reference to Medical Leave May Mean FMLA Retaliation Claim
Posted on March 22, 2017READ MORE
Firing Six Weeks After Charge Enough to Show Retaliation?
Posted on March 8, 2017READ MORE
Can Firing an Employee for a False Sexual Harassment Claim Be Considered Retaliation?
Posted on February 15, 2017READ MORE
Can’t I Do Something About These Unfounded Discrimination Claims?
Posted on August 31, 2016READ MORE
Could Drinking a Beer Constitute a Legitimate Use of FMLA Leave?
Posted on June 1, 2016
Posted in Family Medical Leave Act (FMLA)the situation You have an employee who has requested intermittent FMLA leave because of some mental health conditions, including depression and anxiety. One morning, the employee tells his supervisor that he needs to use some of this leave because he is experiencing severe stress and anxiety. Another employee reports to you that as the employee […] READ MORE
Get your story straight—employer’s change in explanation can be evidence of pretext
Posted on July 10, 2015
Posted in Family Medical Leave Act (FMLA)Yet again, an employer is burned by asserting inconsistent reasons for the termination of an employee. In a recent case, the Eighth Circuit Court of Appeals found that an employee had presented sufficient evidence of an unlawful termination based on his use of FMLA leave where the employer offered differing stories as to the reason […] READ MORE
Shifting explanations result in employer liability in Title VII retaliation claim
Posted on June 12, 2015READ MORE