Recently, a federal circuit court of appeals overturned a six-figure jury award in a case alleging racial harassment that involved talk of lynching and thinly veiled references to the Ku Klux Klan. Here’s another example of where an employer’s prompt response really paid off.
DRUG/ALCOHOL TESTING »
Federal agency proposes clearinghouse for commercial driver drug test results
Employers who hire commercial drivers may not know if an applicant under consideration has a past history of positive drug or alcohol tests. Currently, the employer can only rely on information about earlier test results that is volunteered by the individual applying for the driving job. If a new rule proposed by the U.S. Department of Transportation […]
There are a lot of good reasons for employers to want to eliminate workplace confrontations. Disputes among employees affect productivity, make for an unhappy and unprofessional work environment, and can escalate to more serious acts. As long as employers employ people, workplace arguments will periodically erupt. However, not all of them may be a violation […]
Last month, a federal court of appeals addressed whether an employee was eligible for FMLA leave while vacationing in Las Vegas with her terminally ill mother. In a decision which appears to stack the deck against employers, the court determined that the jaunt to Vegas was an acceptable use of FMLA leave.
Steven Smothers worked as a mechanic for Solvay Chemicals for 18 years until he was terminated, ostensibly for a first-time safety violation and a dispute with a co-worker. In his lawsuit, Smothers alleged the company’s true reason for terminating him was retaliation for taking FMLA leave and discrimination on the basis of his disability in violation of the ADA.
About a year ago, a group of private citizens paid for a seven-foot-tall granite monument of the Ten Commandments and gained approval for it to be placed on the north end of the Oklahoma Capitol grounds. Not surprisingly, a Satanic group then asked Oklahoma’s Capitol Preservation Commission for permission to erect a seven-foot-tall “homage” to […]
You may have an entirely lawful and appropriate drug and alcohol testing program for your employees. However, inconsistent or discriminatory application of the testing policy can get an employer into trouble. That’s what happened with Ottenberg’s Bakers. The bakery’s testing policy Ottenberg’s Bakers had in place a drug and alcohol testing policy that included post-accident testing. […]