Over the last several months, I’ve been asked to do far more sexual harassment prevention trainings than typical and the issue of profanity in the workplace has popped up.
No doubt that much of this is due to the recent spate of cases of very public sexual harassment and assault cases (Thank You Matt
At the core of every employment relationship is the expectation that the employee will perform the job satisfactorily.
But what happens to those performance expectations when an employee has a disability?
As the federal government has acknowledged, The Americans with Disabilities Act, which prohibits “employment discrimination against qualified individuals with disabilities, generally do[es] not
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In some types of employment law matters, employees sometimes bring a companion claim — formally known as a claim for “Intentional Infliction of Emotional Distress”.
Often times it fails because it is a very difficult claim to establish in the workplace. Why? Because the employee
Have you heard? Twitter is the next BIG thing that employers somehow need to worry about — right after blogs and online social networking, of course. Indeed, a headline not too long ago from the National Law Journal screamed: "Beware: Your ‘Tweet’ on Twitter could be trouble".
But here’s the thing. I’ve actually been using
Nearly six months ago, a landmark ruling by the Connecticut Supreme Court held that Connecticut’s anti-discrimination laws required employers to provide a reasonable accommodation to disabled workers, much like the federal counterpart, the ADA.
As I noted in an earlier post about the case, Curry v. Allen S. Goodman, Inc., the Court suggested that the employer had a
The EEOC today released a "comprehensive question-and-answer guide" (but not regulations) addressing how the Americans with Disabilities Act (ADA) should be applied to a wide variety of performance and conduct issues. You can download the FAQs at their website here.
In a press release accompanying the document, the EEOC noted that it released the guide in response