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Terminations

N.C. law protects workers who refuse boss’s sexual advances

05/27/2009

North Carolina’s Equal Employment Practices Act (EEPA) provides that “it is the public policy of this State” to protect employees from discrimination. Until now, it was unclear how far the law went in giving employees the right to directly sue their employers.

Can a lazy worker collect unemployment?

05/27/2009

Q. We have an employee who does not work very hard and her production is marginal. If we terminate the employee, will she be able to collect unemployment compensation?

Nothing to sneeze at: Reach of wrongful-discharge law limited

05/27/2009

Pennsylvania common law protects employees from discharges that violate public policy, but what violates public policy isn’t defined. Courts must therefore decide what the term means.

Fired for using ‘N-word’, news anchor sues

05/27/2009

WTXF TV news anchor Tom Burlington has sued his former employer claiming discrimination after he was fired for using the “N-word” in an editorial meeting called at the Philadelphia station to discuss a news story about a mock funeral to bury the “N-word.”

After 8 years, $1 million ends harassment suit

05/27/2009

The town of Morristown has settled a long-running sexual harassment case for just under $1 million. The case involved IT specialist Ann Marie Spagnola, who alleged her boss, Eric Maurer, subjected her to sexual harassment by exposing her to sexually explicit materials.

Look for firing trends that could signal bias

05/15/2009

In a case that illustrates why you should review all your employment decisions for potential hidden bias, a California appeals court has ruled that employees can use other employees to testify that they, too, were discriminated against in the same way.

Good news: The clock eventually runs out on negligent hiring after you’ve fired worker

05/15/2009

You probably know that employers can and are sometimes held liable if their employees harm customers. That’s especially true if they knew or should have known that the employee might be dangerous. But your potential liability—if you negligently hired an employee in the first place—doesn’t go on indefinitely.

Law firm WARN Act suit gets class-action status

05/15/2009

A federal judge recently certified two classes of workers in a suit accusing the law firm Thelen, LLP, of firing them without notice. Also certified were three subclasses of workers alleging that the defunct law firm failed to compensate them for vacation time.

Retaliation threat ends when employment does

05/15/2009

Employees who blow the whistle on their employers’ alleged illegal actions are protected from retaliation. But that protection has important limits. One of those is that the retaliation must take place while the employee is still working for the employer.

You can discharge if there’s no way to tell when employee will return to work

05/13/2009

Employers don’t have to provide a disabled employee with an indefinite leave of absence when the employee has a medical emergency and doesn’t know how long it will take to return. As long as the employee isn’t covered by the FMLA (in which case, she is entitled to 12 unpaid weeks of leave), you can terminate the employee without violating the ADA.