AccessMyLibrary provides FREE access to millions of articles from top publications available through your library.
746 total articles
Set up an RSS feed
Fair Employment Practices Guidelines back issues
Case of first impression: failure to prevent retaliation violates FEHA.(Fair Employment and Housing Act)(Brief article)
January 1, 2007... An engineer sued the city water and power department and his supervisor individually for retaliation because he opposed race discrimination against a subordinate and for failure to prevent retaliation in violation of the Fair Employment and Housing Act (Taylor v. Los Angeles Dept of Water &...
Ask the expert: Q&A.(Americans with Disabilities Act of 1990)
January 1, 2007... Address questions to Gerard P. Panaro, at Howe & Hutton, Ltd., 1901 Pennsylvania Avenue NW, Washington, DC 20006, tel. 202-861-1314, or e-mail at firstname.lastname@example.org. Q The meetings manager came to me recently with this situation. She has an opening in her department. Among other things,...
OK to terminate employee for failing to provide medical certification under FMLA.
January 1, 2007... An employer did not violate the FMLA regulation giving an employee 15 days to submit medical certification for leave where it suspended her on May 10 and then fired her on May 13, because the company had previously issued her several warnings telling her to provide the documentation, an...
Company can reinstate employee, then immediately fire him.
January 1, 2007... Faced with what the court itself called a "novel issue," the Third Circuit decided that an employer could pay an employee back wages in lieu of reinstatement and immediately terminate him on other grounds (United Food & Commercial Workers Union Local 1776 v. Excel Corp., 2006 WL 3456611):...
Employee was terminated for sending pornographic e-mails, not because of his MS.
January 1, 2007... Where the employer placed an employee on notice of its computer, e-mail, and harassment policies; where the company terminated the plaintiff after determining that he violated these policies; and where the company further terminated a similarly situated employee who was not disabled, the...