Investigations and Litigation Categories

All Items: Investigations and Litigation

  • California Equal Pay Law Changes Have Big Implications

    October 16, 2015

    California Governor Jerry Brown has signed into law significant changes to the state's equal pay statute, leading him to call it, "The strongest equal pay law in the nation." Equally notable was Brown's veto of a bill that would have outlawed the use of mandatory arbitration agreements as a condition of employment.

  • Courts Will Make Sure EEOC Tries to Resolve Discrimination Claims Before Filing a Lawsuit

    April 29, 2015

    In EEOC v Mach Mining, the Supreme Court ruled that federal courts have limited powers to review the Equal Employment Opportunity Commission's attempts to end alleged instances of discrimination through informal methods before filing a lawsuit.f

  • California Supreme Court Backs Employer in Medical Leave Case

    February 4, 2015

    The California Supreme Court has handed a victory to employers in a case involving an employee's alleged misuse of medical leave. In Richey v. AutoNation, Inc., the Court found that an employee out on leave is not entitled to a greater right to reinstatement than other employees.

  • Supreme Court Considers EEOC Tactics in Mach Mining Case

    January 15, 2015

    The Supreme Court heard arguments in a case that asks how far the EEOC must go to try to resolve discrimination claims before suing an employer. The Equal Employment Advisory Counsel's Rae Vann comments to XpertHR about why Mach Mining v. EEOC raises a significant issue affecting employers.

  • New York Federal Court Rules Hyperlinks to a Reliable Source May Be a Defense to Defamation Claims

    November 7, 2013

    A New York federal court has ruled that employers may have a defense to defamation claims when their employees include hyperlinks to reliable sources in their social media posts. The ruling is significant for employers given the increasing use of social media in the workplace, particularly where employees use social media at the direction of employers or within the scope of their employment.

  • New Podcast Examines Key Supreme Court Wins for Employers

    September 27, 2013

    While the Supreme Court's ruling on the Defense of Marriage Act has drawn the most attention, other key opinions from the 2012-2013 term also affect HR. In a new podcast, our editorial team examines a pair of wins for employers in cases involving Title VII of the Civil Rights Act--Texas Southwestern Medical Center v. Nassar and Vance v. Ball State - plus much more.

  • Florida Court Ruling Highlights Importance of Specific Terminology in Arbitration Agreements

    September 23, 2013

    A Florida appeals court held that specific language in an arbitration agreement meant that the employer could arbitrate a workers' compensation retaliation claim, while preserving an exception the employer created to avoid arbitrating workers' compensation benefits claims.

  • Oklahoma Federal Court Rules Invasion of Privacy Sufficient for Employee Emotional Distress Claims

    September 19, 2013

    Employees may be successful in claims for intentional infliction of emotional distress (IIED), a common way to boost the stakes in litigation, if employers intentionally invaded their privacy.

  • EEOC Discusses Factors for Determining Partner-Employee Status Under EEO Laws

    August 28, 2013

    The Equal Employment Opportunity Commission (EEOC) has released two informal discussion letters regarding partner-employee coverage under the Age Discrimination in Employment Act (ADEA). Employers should note that enforcement agencies and the courts do not rely blindly on internal labels, job titles or ownership interests when making a determination regarding coverage under equal employment opportunity (EEO) laws.

  • Paula Deen Ruling Shows Limits of 'Zone of Interest' Employment Discrimination Claims

    August 27, 2013

    As the recent dismissal of the race discrimination claim against celebrity chef Paula Deen illustrates, employees who are not directly affected by unlawful racial discrimination may not sue under federal antidiscrimination laws to remedy racial discrimination directed toward third parties.

About this category

News: HR guidance on the importance of conducting thorough and objective investigations as a tool to guard against and/or defeat litigation.