The Eighth Circuit holds that Plaintiff was not similarly situated to other employees who had committed the same infraction for which he was terminated, as the other employees were not at the same stage of the employer’s progressive discipline process.
The case is a reminder about the importance of having effective internal procedures for handling, investigating and responding to complaints.
The new requirements take effect on October 15, 2018, and impose requirements surrounding the “cooperative dialogue” employers must engage in when an accommodation is requested.
The Fifth Circuit upheld the National Labor Relations Board’s decision against In-N-Out, which found the company’s rule prohibiting employees from wearing any type of pin or stickers on their uniforms unlawful.
The Fair Employment and Housing Council’s regulations provide further guidance on national origin discrimination in the employment context.
The NLRB memo directs officials in the agency on how to interpret and enforce the Board’s standard for work rules, thus also providing useful guidance to employees when assessing whether certain rules may violate the National Labor Relations Act (NLRA).
Court rules that Philadelphia employers can still ask prospective employees about wage history, but they are prohibited from relying on wage history to make actual wage determinations.
The Seventh Circuit recently considered the question of whether job applicants could bring disparate impact claims under the Age Discrimination in Employment Act (ADEA) in Kleber v. CareFusion.