The U.S. Equal Employment Opportunity Commission (EEOC) recently entered the Browning-Ferris saga, filing an amicus brief in support of the new joint employer test articulated by the National Labor Relations Board (NLRB) in...more
As a general principle, an employee alleging employment discrimination has an affirmative obligation to mitigate his or her lost wages by making a good faith effort to secure alternative employment. The employer however,...more
As a major national company learned recently, employers cannot shirk their obligations to investigate employee complaints of a hostile work environment simply because the identity of the harasser is unknown. Failure to...more
7/14/2015
/ Anti-Discrimination Policies ,
Anti-Harassment Policies ,
Appeals ,
Corporate Counsel ,
Due Diligence ,
Duty to Investigate ,
Employee Rights ,
Employer Liability Issues ,
Good Faith ,
Harassment ,
Hostile Environment ,
Race Discrimination ,
Remand ,
Summary Judgment ,
Title VII ,
Vacated
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