EDITOR’S NOTE: THIS IS SATIRE
To: Management Team
From: Legal Department
Date: December 15, 2016
Re: Company Holiday Event Post-Mortem
Three years ago, the Company Christmas Party resulted in various criminal charges, allegations of sexual harassment, compensation of the entire Accounting Department for an all-night game of Truth-Or-Dare, a workers compensation claim for dance fighting, and the consummation of a little boy named Wendell, Jr. The Legal Department took inventory of these events in a memorandum that provided advice for future parties. (more…)
On May 11, 2016, President Obama signed the Defend Trade Secrets Act of 2016 (the “DTSA” or the “Act”) into law. Prior to enactment of the DTSA, the law governing trade secrets was left to the states, most of which have adopted the Uniform Trade Secrets Act. The DTSA creates a federal cause of action for misappropriation of trade secrets, which is available in conjunction with claims under state law. Among other forms of relief, the DTSA provides for attorneys’ fees and exemplary damages, a form of punitive damages, under certain circumstances. An additional means of protecting trade secrets is great for employers, but the DTSA sets forth specific steps that employers must take to enjoy all of its protections.
It’s the most common employment law claim . . . retaliation. In 2015, 44.5% of the total EEOC charges were based on retaliation, which exceeded even race-based charges of discrimination. So it is not surprising that the EEOC decided to weigh in. On August 29, 2016, the EEOC issued its final 76-page Enforcement Guidance on Retaliation and Related Issues, the first retaliation guidance provided by the EEOC since 1998.
In a recent decision that could have implications in many states, a federal appeals ruled that an employee could state a claim for wrongful termination under state law after being discharged for storing a gun in his car on company property.
This year, there are several notable revisions to TN law regarding workers’ compensation. First, reasonable attorney fees and costs can be awarded to the employee and his/her counsel when the employer fails to initiate appropriate medical treatment pursuant to a settlement, expedited order, or judgment and when the employer wrongfully denies a claim and fails to promptly initiate temporary benefits. Therefore, this may greatly limit our ability to deny claims that we had previously denied. As you are aware, very few attorneys wanted to take on cases for employees and this is meant to encourage more attorneys to take claims for employees. (more…)
Good faith. It is a term that is mercilessly bandied about in the law. And, its ambiguity can cause confusion . . . and a plea to the state’s highest court for clarification. (more…)
It took them more than 46 years but the OFCCP finally released updated guidelines for federal contractors regarding sex discrimination (the last update was in 1970). The new guidelines are consistent with Title VII and the EEOC’s current interpretation of the statute and provide federal contractors with direction regarding OFCCP’s position on compensation, pregnancy, and harassment, as well as a listing of Best Practices to prevent sex discrimination in the workplace. (more…)
The prevalence of employees identifying themselves as “whistleblowers” has expanded in recent years due to expansion of federal and state whistleblower rights. Recently, a recently enacted federal law, the Defend Trade Secrets Act of 2016 (“DTSA”), created a new class of whistleblower protection rights. The DTSA creates a federal private civil action for the misappropriation of trade secrets. Included in this Act, however, is a provision for immunity from both civil and criminal allegations, under state and federal law, for employees and independent contractors who are whistleblowers. (more…)
On May 23, the U.S. Supreme Court ruled that the statute of limitations for a Title VII constructive discharge claim begins to run on the date of the employee’s notice of resignation – not on the date of the employer’s last alleged discriminatory act or even on the last day the employee works.
The National Labor Relations Board recently ruled that Chipotle Mexican Grill violated the law when it forced an employee to delete certain posts on his Twitter account. James Kennedy had tweeted some unflattering statements about the Havertown, Pennsylvania restaurant where he worked, including complaints about having to work on snow days and about the hourly wage. In days gone by, Kennedy’s tweets may have gone unnoticed, but Chipotle has a national social media strategist, whose job duties include monitoring employees’ social media postings. (Depending on the employees, this could be a very interesting job.) The strategist saw Kennedy’s tweets and concluded that they violated Chipotle’s social media policy, so she contacted the regional manager for Havertown, who then confronted Kennedy with a copy of the policy and asked that he remove the posts. Kennedy ultimately agreed. (more…)