News

Here’s a reminder that HR needs to train supervisors and managers on ageist attitudes and comments. Even one or two isolated comments that could be viewed as criticism based on an employee’s age can be enough to justify an Age Discrimination in Employment Act lawsuit if there are other indications of favoring the young.

The U.S. Supreme Court will hear three important employment-law cases in its 2024–2025 term, which began Oct. 7 and will end in late June 2025.

The EEOC filed 110 lawsuits challenging unlawful employment discrimination in fiscal year 2024, placing an emphasis on what a commission statement called “emerging issues and advancing the employment rights of underserved and vulnerable workers.”

If you need a reason to stamp out workplace name-calling, discriminatory work assignments and retaliation, consider the massive punitive-damages award a jury recently granted to an employee who sued because of ongoing racist behavior by a supervisor. 

When a judge or jury finds your client dishonest, they've decided your fate.

Managers deciding who to let go when faced with a RIF might be tempted to consider the total cost savings represented by each worker on the layoff list. That's a lawsuit waiting to happen.

Under what’s called the Cat’s Paw Theory, employers can’t defend themselves against employment discrimination claims by saying they didn’t know a supervisor was biased.

When is a last-chance agreement not a “last chance” agreement?

Recently, we have seen an increase in lawsuits from workers who believe that being forced to participate in any kind of diversity training violates their Title VII rights. Now a federal appeals court has tossed out one such case.

You can have a robust set of rules designed to create a work environment free of discrimination and harassment, but if employees don’t follow the rules and supervisors don’t enforce them, they mean nothing.