The Integrated and Coordinated Approach to Title IX Compliance
Best Practices: Institutional Response to Sexual Misconduct (Podcast)
Webinar: Investigating and Resolving Sexual Assaults on Campus
A co-founder and now former employee at Tinder has sued the dating app startup and its leaders for sexual harassment and discrimination. It’s a messy (and familiar) story of an office romance between senior execs gone...more
It seemed like a simple enough issue. In 1984, the Supreme Court found that sexual harassment — when it is severe or pervasive — can alter an employee’s ability to work and thus can impact the victim’s “terms, conditions, or...more
In a case of first impression, the First Circuit Court of Appeals recently held that an employer can be held liable under Title VII for quid pro quo sexual harassment based on the discriminatory actions of a non-supervisory...more
When considering Title VII complaint statistics, it is usually assumed that race discrimination or sexual harassment claims would be the most frequent charge. Since 2009, however, a different claim became the statistical...more
As the legislative session drew to a close at the end of May, the Illinois General Assembly approved several new laws that will affect Illinois employers beginning January 1, 2015. The laws are now awaiting approval by...more
It is tough to determine the precise moment that sexual harassment went from something that Hollywood “did” (the ubiquitous “casting couch”) to something that Hollywood exploited as story-line. But over the five decades of...more
Although Title VII was passed in 1964, it wasn’t until 1998 that the United States Supreme Court handed down two significant decisions in the companion cases of Faragher v. Boca Raton, 524 U.S. 775 (1998) and Burlington...more
On April 29, 2014, the United States Court of Appeals for the Fourth Circuit’s ruling of Freeman v. Dal-Tile Corp., No. 13-1481, 2014 WL 1678422 (4th Cir. Apr. 29, 2014) addressed third-party harassment.
The Court held...more
Employment is heavily regulated in the U.S., where it is illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy), national origin, age (40 or...more
Company provides accounting and consulting services to businesses, including some public companies. Erin (Employee) has worked for Company for 12 years and has acceptable performance reviews. She has...more
Employers are well aware of their obligation to act promptly to stop harassment or discriminatory behavior in the workplace when it is committed by employees. But this obligation can be more extensive. Employers are required...more
It’s hard to imagine now, but from 1964 to 1986, “sexual harassment” as it is known today did not exist. That all changed when the Supreme Court issued its landmark decision in Meritor Savings Bank v. Vinson. It was that...more
On March 26, 2014, the New York City Counsel voted unanimously to amend the New York City Human Rights Law (the “NYCHRL”) to allow unpaid interns to sue for harassment and discrimination. The bill was likely drafted in...more
In 2014, the Department of Education’s Office for Civil Rights (OCR) will continue to ramp up its Title IX enforcement efforts. Accordingly, universities should carefully review their anti-discrimination and anti-harassment...more
We hear this often from business owners, managers, elected officials and administrators. Well, the answer is clear. Case after case holds that anti-discrimination training may be critical to the defense of a discrimination...more
In the U.S., taking a “zero tolerance” stand against illegal workplace discrimination and harassment is an aggressive, tough and compliant approach to assuring equal employment opportunity (EEO). Internationally, though,...more
Despite $27,000 Jury Award, 9th Circuit Approves Almost $700,000 in Attorney’s Fees -
Why it matters: Affirming the broad discretion of federal district court judges to award attorney’s fees, the Ninth U.S. Circuit...more
‘Tis the season for office holiday parties which, unfortunately, are often fraught with labor and employment issues. A wild office party akin to a “Mad Men”-esque soirée may have unfortunate legal consequences for an employer...more
Every Connecticut workplace is required to have a variety of informational postings for employees, on topics such as OSHA, workers’ compensation, wage and hour pay requirements, and prohibitions on discrimination and sexual...more
Who, What, Why . . .
Who does it apply to: This one is pretty straight forward. It applies to all employers contemplating any type of holiday gathering for its staff.
What are the legal issues: Holiday parties...more
We here at the McNees Wallace & Nurick Labor and Employment Law Group have been busy preparing for the holiday season.
While holiday parties can be great fun, hosting a holiday party or placing holiday decorations in...more
As 2013 draws to a close, attentions turn to the festivities and merriment of the holiday season, and many employers gear up for office holiday parties. A holiday party is a great way to reward employees for a long year’s...more
As we have previously mentioned, issues relating to unpaid interns continue to be a hot topic. In the wage law arena, disenchanted former interns have brought a string of well-publicized class action lawsuits against their...more
As 2013 comes to an end, it's time for Australian employers start actioning their end of year employment checklist.
1. Annual Shutdowns -
Many Modern Awards require employers to provide a minimum of four weeks'...more
New Jersey State Senator Nia H. Gill recently introduced legislation that “[p]rovides legal protections and remedies for persons engaged in unpaid internships with employers.” If passed, S-3064 would extend employee-like...more
Back to Top