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EEO News provides employment law case headlines on EEO cases it believes are significant. EEO News is not a substitute for legal research or an employment lawyer. EEOnews.com does not provide legal advice. To learn more about employment and labor laws, please contact an employment lawyer to answer your EEO legal questions.
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In the course, you will be presented with complaints, evidence and information about the federal EEO laws. You decide who will win or lose the case. Feedback about your verdict is provided. Special sections on interviewing, leaves of absence, as well as discipline and evaluations are included.
In discovery of an age discrimination layoff case, plaintiff is entitled to spreadsheets which include metadata. Metadata describes how, when and by who data was collected, created, accessed and modified. (Williams v. Sprint/United Mgmt. Co., D. Kan.)
EEO News provides employment law case headlines on EEO cases it believes are significant. EEO News is not a substitute for legal research or an employment lawyer. EEOnews.com does not provide legal advice. To learn more about employment and labor laws, please contact an employment lawyer to answer your EEO legal questions.
The EEOC sued Federal Express alleging that a no beard policy discriminated against employees with a sincerely held religious conviction that prevents shaving. The matter was settled in a consent decree which requires exceptions to the policy for religious reasons and training.
An employee with a metal plate in his head was routinely called “platehead.” He sued for disability-based harassment after his discharge. The Eighth Circuit found that disability-based harassment is unlawful, but dismissed the case because the repeated comment was not severe and extreme.
A white supremacist was demoted from a supervisory position because his employer feared he would not evaluate and discipline fairly. The Court ruled for the employee because an employer “cannot avoid liability for taking an adverse employment action based on the employee’s pure religious beliefs, unaccompanied by acts.”
Allstate agents were required to keep their branch open on Saturdays under a new policy. Two Jewish employees quit because of the new policy. The employees lost their religious accommodation case because they were not fired.