There is certainly danger in taking issue with the level of alarm some people are taking with regards to the Ebola outbreak. Certainly, it isn’t the worst thing to treat this deadly outbreak with the level of caution and concern it deserves Then again, we’ve seen plenty of instances when this level of concern has just gone too far.
In Weber v. Fujifilm Medical Systems USA Inc., et al., case numbers 13-4891 and 14-0206, decided on October 9, 2014, the U.S. Court of Appeals for the Second Circuit held that a former executive’s employer could use “after-acquired” evidence – evidence of an employee’s misconduct during the period of employment which the employer discovers after the employee’s discharge on other grounds – to confirm the nondiscriminatory reason for his termination.
While the New Jersey Senate and Assembly continue to debate state-wide sick leave laws, four more New Jersey municipalities have enacted mandatory sick leave laws for private employers. Effective January 2015, East Orange, Paterson, Irvington and Passaic will join Newark and Jersey City in requiring paid sick time for employees.
Et Tu, Brutus? Yet Another New York Court Offers Guidance On the Do’s and Don’ts (Mostly Don’ts) in Post-Employment Restrictive Covenant Agreements
A recent non-compete case out of a New York County court offers employers valuable drafting tips on non-compete and non-solicitation provisions.
Recently, we detailed the efforts to push for paid sick leave by state and local governments in light of California’s passage of a statewide paid leave law.
Workplace bullying is real. It happens every day in offices and on job sites throughout Connecticut.
An essential element of most employment discrimination claims is that the employee suffered an adverse employment action. An employee who resigns often has difficulty making out a prima facie case of discrimination. An exception to this general rule is where the employee suffers a constructive discharge.
One of the last barriers to full enforcement of arbitration agreements with class action waivers sustained another blow last week.
Media reports of the Ebola outbreak in West Africa, along with the recent infection of two nurses in Dallas, have raised fears of the potential spread of Ebola in the United States, and employers are increasingly concerned about what they should do to address the possibility of Ebola in the workplace.
Last year, we reported on the notable Human Rights Tribunal decision of Fair v. Hamilton-Wentworth District School Board where the Tribunal ordered the reinstatement, along with over $400,000 in back pay and damages, to an employee despite the employee having been away from the workplace for almost a decade.