All articles tagged with #employment law
A former Google software engineer alleges she was fired after two pregnancies and taking FMLA leave, with her supervisor allegedly imposing escalating milestones and harsh reviews despite meeting requirements, in a case alleging sex, pregnancy and disability discrimination under Washington state law and federal law.
The U.S. Equal Employment Opportunity Commission filed a federal lawsuit against Coca-Cola Beverages Northeast alleging that men were barred from a women’s forum, accusing the company of gender discrimination and seeking remedies for affected workers.
Two California job seekers sue Eightfold AI, alleging its hiring platform creates screening reports from vast data without notice or a chance to dispute, potentially violating the Fair Credit Reporting Act and state credit-reporting laws; the suit seeks a nationwide class and notes that about a third of Eightfold’s customers are Fortune 500 firms. Eightfold says it uses data provided by users and does not scrape social media.
There are calls for legal rights to paid leave for women undergoing IVF treatment, as current laws do not guarantee time off, leading many to use sick days or hide their treatment, which impacts their well-being and productivity. Campaigners argue that recognizing fertility treatment as a medical procedure and providing legal leave could benefit both employees and employers, with some political efforts underway to introduce legislation for this purpose.
Following Charlie Kirk's death, many workers have faced job losses due to their comments on social media or public statements, highlighting the limited legal protections for employee speech in private workplaces in the U.S. Employers often have broad discretion to discipline or fire employees for speech that could harm their reputation or disrupt their business, with some protections varying by state and for public employees. The rise of social media and digital communication has intensified scrutiny of employees' off-duty conduct, prompting companies to review policies and increase vigilance to maintain workplace safety and brand reputation.
The article discusses how private-sector employees in the U.S. have limited legal protections for their speech at work, especially on social media, with employers often having broad leeway to discipline or fire employees for public comments, including those made in response to Charlie Kirk's assassination. It highlights the complex legal landscape, varying state laws, and the impact of social media on workplace conduct and employer policies.
The article discusses the limited protections for employees' free speech at work in the U.S., highlighting how social media and political debates impact employment, with employers often having significant leeway to discipline or fire employees for their public comments, especially in private workplaces, while public sector employees have some First Amendment protections.
The Federal Trade Commission is reversing its previous ban on noncompete agreements, citing legal challenges and authority concerns, with the new approach focusing on enforcement rather than a nationwide ban, sparking debate over worker protections and business impacts.
Australian software company Atlassian laid off 150 employees through a pre-recorded video message from CEO Mike Cannon-Brookes, sparking criticism for its impersonal approach and raising concerns about the use of AI and employment practices in the tech industry.
The Supreme Court ruled that a retired firefighter cannot sue her former employer for disability discrimination under the Americans with Disabilities Act because the alleged discrimination occurred after her retirement, and the law does not cover claims by retirees.
The National Labor Relations Board has classified contestants on the reality TV show 'Love Is Blind' as employees, potentially impacting how reality show participants are treated under labor laws. This decision could lead to changes in how reality TV productions manage their workforce and address issues like wages and working conditions.
A Southern California truck driver, Jesus Fonseca, was awarded $34 million after a jury found Walmart falsely accused him of workers' compensation fraud and fired him while he was on medical leave. Fonseca, who worked for Walmart for over 14 years, was injured in an accident and placed on medical leave with work restrictions. Despite his requests for modified duties, Walmart failed to accommodate him and later accused him of fraud based on a misinterpretation of his medical restrictions. Fonseca sued for disability discrimination and wrongful termination, and the jury ruled in his favor, awarding him $25 million in punitive damages and $9.7 million for losses. Walmart plans to challenge the verdict.
New Jersey Governor Phil Murphy has signed a new law requiring employers with more than 10 employees to include compensation ranges and benefits in job listings, as well as disclose promotional opportunities to current employees. This legislation aims to enhance transparency and fairness in the hiring process, following similar laws in other states like New York. The law, which will take effect in mid-2025, includes fines for non-compliance and is part of a broader trend towards pay transparency across the U.S.
Two private jet flight attendants have filed a lawsuit against Home Depot cofounder Arthur Blank's family office, AMBFO, alleging they were overworked, misclassified as exempt from overtime pay, and had falsified time records. The plaintiffs, Adele Pearson and Samantha Carlisle, claim they worked over 40 hours nearly every week, performing additional tasks like catering and personal errands for Blank's family. They seek unpaid overtime, damages, and legal costs. AMBFO has declined to comment on the pending litigation.
Arthur Grand Technologies, a US IT services firm, has been fined $38,500 for a discriminatory job posting that sought only white, US-born applicants. The ad, posted by a disgruntled recruiter in India, violated federal civil rights and labor laws. The company will pay civil penalties and compensation to complainants, and must also train employees on relevant laws and revise its employment policies. The CEO denies any wrongdoing, attributing the incident to an unauthorized action by a terminated employee.