The EEOC takes religious accommodation cases very seriously when it comes to "dress code violations," and employers are oftentimes losing on the "undue hardship" defense.
Tatoos: In 2005, the EEOC brought suit against Red Robin Gourmet Burgers. The EEOC alleged in its suit that Red Robin refused to offer
Today an interesting article appeared in The Wall Street Journal by Anne Tergeson titled Age Bias at Work is Harder to Prove.
U.S. Supreme Court Ruling:
Ms. Tergesen writes that age-discrimination claims against employers have skyrocketed in recent years; however, the June 18, 2009, U.S. Supreme Court ruling in Gross v. FBL Financial Services
The Civil Rights Office of the United States Department of Transportation ("DOT") has a written policy that helps its employees understand how one can tell if conduct is "unwelcome." I like the DOT’s policy because it gives employees some practical advice on how to convey that inappropriate sexual comments or conduct is unwanted.
"Neutrality" is the name of the game. In the recent California case of Nazir v. United Airlines, Inc., the court gave strong cautionary advice about choosing the right workplace investigator.
The Nazir court raised the point that this particular employer (United Airlines) had extensive rules and policies about the investigation of employee
The California Supreme Court in Cotran v. Rollins Hudig Hall International, Inc. established what constitutes "good cause" to terminate an employee under an implied contract that requires "good cause" to terminate. The Court held that in such cases an employer does not have to prove that allegations of misconduct are true, just that the employer