According to Andersonvalleypost.com, the EEOC has just settled for $95,000 a national origin discrimination and retaliation claim brought in California on behalf of an employee of Egyptian descent against Sierra Pacific Industries. The allegation was that after 9/11, the employee was called “Osama,” “f—ing Arabian,” and “camel jockey” by co-workers, and that the company permitted

According to an EEOC complaint filed in court in Illinois yesterday, an employee subjected to hostile, abusive and lewd comments in the workplace who complained repeatedly to management was fired in retaliation.
 

There is nothing particularly noteworthy about this set of facts, except the quote from the EEOC’s regional attorney in Chicago, who had

The ADA forbids employers from requiring medical examinations unless they are job-related.  In a significant new decision, a federal appeals court yesterday has held that psychological counseling may be considered a “medical examination” under the Americans With Disabilities Act (“ADA”).

Plaintiff Is Directed To Get Counseling But Refuses

The facts of this case are

The EEOC has just announced that it has succeeded in winning a rare summary judgment motion on behalf of an employee who claimed that he was unlawfully retaliated against by his employer.

To be awarded summary judgment there must be found to be no material facts in dispute and, therefore, as a matter of law

Is it just me who was disappointed in the Desperate Housewives case filed by Nicolette Sheridan?  I’m not talking about the mistrial, I’m talking about the utter lack of sensational testimony.   

When I first heard about the trial, I kept an eye out for news, sure that lots of juicy tidbits about tantrums on the

The National Labor Relations Board (NLRB) recently issued a decision interpreting the United States Supreme Court (“SCOTUS”) decision in Hoffman Plastic Compounds, Inc. v. NLRB, 535 U.S. 137 (2002) as prohibiting the NLRB from awarding back pay to undocumented immigrants whose rights under the National Labor Relations Act (“NLRA”) were violated; even when their illegal

Statistics released recently by the EEOC show, as employment practitioners already intuitively knew, that retaliation claims have skyrocketed so that now they are the most frequently filed EEOC claim against both private sector employers and the federal government. 

 

Retaliation claims are serious business, as we have repeatedly warned employers in this blog.   As we