Articles Posted in Retaliation

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An Atlanta employment lawsuit can arise from an employer’s alleged violation of several different state and federal laws, including both the Americans with Disabilities Act and the Family Medical Leave Act.

However, it should be pointed out that the plaintiff has the burden of proving each and every element of his or her case, which can sometimes be a difficult task.

Of course, each case is decided upon its own merits, so the fact that the plaintiff in a particular case was unsuccessful in his or her quest for legal redress should not discourage a would-be litigant from asserting his or her own legal rights in a separate suit.

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A recent employment law ruling from the Ninth Circuit Court of Appeals has created quite a bit of buzz among legal observers. In that case, the Ninth Circuit decided that the Fair Labor Standards Act’s prohibitions against retaliation were broad enough to allow a dairy worker to sue his employer’s outside attorney for contacting immigration enforcement and notifying them about the employee’s undocumented status.

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A considerable variety of employment law cases, especially when the employee’s claims relate to discrimination or retaliation, can succeed or fail based upon which side (employee or employer) presents a stronger case about whether the employer’s adverse action was legitimate or merely a pretext for engaging in illegal conduct. Many times, this may boil down to other employees working for the same employer and whether or not they qualify as “similarly situated” in relation to the employee who has sued. The case of a nurse from Florida allegedly fired for sleeping on the job offers a real-life example of this.

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A nursing facility’s activities director got good news from the 11th Circuit Court of Appeals when that court revived his Family and Medical Leave Act lawsuit, concluding that his retaliation claim was sufficient to escape summary judgment. Of larger significance, the 11th Circuit declared for the first time what the proper method was for measuring temporal proximity in circumstantial FMLA retaliation claims, establishing that the proper measure was the gap between the last day of FMLA leave and the date of the adverse employment action.

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While much has been reported in the news recently in terms of bathrooms and civil rights, an Ohio public health agency employee’s Title VII lawsuit was a very different kind of bathroom case. The employee, a supervisory-level environmental health and sanitation worker, alleged that she suffered from workplace retaliation after informing office supervisors about an IT worker’s alleged misuse of a video camera. The Sixth Circuit Court of Appeals revived that employee’s case recently, deciding that the employee’s evidence created a possible conclusion that she suffered harm as a result of reporting the male co-worker’s alleged acts of sexual impropriety.

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A nurse was able to revive his Family and Medical Leave Act claim against his former employer after the employer failed to reinstate him from leave immediately after he informed the employer of his availability. Since reasonable jurors could disagree regarding whether the employer handled the reinstatement in a way that complied with the law, the nurse’s case was not one properly decided by issuing summary judgment, the Sixth Circuit Court of Appeals decided.

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It is often a tricky situation for an employer. You’ve approved an employee’s taking a certain amount of time off under the Family and Medical Leave Act, only to discover soon thereafter that your employee wasn’t completely honest with you about his leave. When an employer encounters this issue, it is important to understand what the laws says are your options. In a recent case from the Fourth Circuit Court of Appeals, that court concluded that an employer couldn’t be liable for FMLA retaliation when it forced into retirement an employee whom it deemed to have misused his FMLA leave. The employer won because it had ample proof that the employee had been dishonest, and dishonesty and abuse of FMLA leave were permissible non-discriminatory reasons for the employer’s actions. Continue reading →