The Supreme Court recently ruled on two employment cases. The result: It’s now even harder to fight retaliation claims.
Offering severance agreements that ask employees to waive the right to sue can help tough layoffs go smoother. But companies can’t forget these special rules regarding age discrimination claims.
This company tried to win an age bias suit on a technicality after a CEO called a worker “old and ugly.” Here’s why it didn’t work.
Email’s ubiquitous in today’s workplace. And it can sometimes qualify as HR’s biggest digital-age headache.
A flurry of lawsuits over botched severance agreements has prompted the Equal Employment Opportunity Commission to issue a guide that can help keep employers out of trouble.
Just in case you thought the Equal Employment Opportunity Commission was easing up: The agency recently resolved two separate discrimination cases to the tune of about $164k.
Recruitment firm made comments that were ‘ageist in nature.’
Heads up: A U.S. district judge has just given the Equal Employment Opportunity Commission (EEOC) the green light to use a new tactic to prod your employees in an attempt to find discrimination plaintiffs.
If an employee sues and a judge tosses out her case, can she try again in a different court?
What’s one thing that can turn a justified termination into a costly lawsuit?
How long do you retain job seekers’ application materials? Why does it matter? A recent EEOC lawsuit against Coca-Cola reveals why you must keep them (for a while, at least) and what can happen if you don’t.
A recent settlement of an EEOC lawsuit is a powerful reminder of just how important it is to retain job seekers’ application materials — and what it can cost if you fail to.
Ageism continues costing employers dearly. The Los Angeles Times is on the hook for a $15.4 million jury award for demoting an older worker. It’s the most recent example of just how much emphasis HR pros should put on educating managers and executives on how to avoid age discrimination. Former LA Times sports columnist T.J. […]
A fact issue existed as to whether an employee accepted an agreement to have any employment-related dispute resolved via arbitration. Therefore, a lower court wrongfully compelled arbitration of his race and age discrimination claims. That’s what a new ruling from the U.S. Court of Appeals for the Sixth Circuit says. Timothy Boykin is a 73-year-old […]
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