Employees Must Prove Retaliation Was “But-For” Cause of Employment Action
Employers are well aware that poorly performing employees may lodge baseless retaliation claims as a smokescreen to interfere with legitimate discipline. In fact, the number of employee retaliation...
View ArticleInterns and Anti-Discrimination Laws: Is Wang Employers’ High-Water Mark?
So you may have heard — a federal court in New York has dismissed an unpaid intern’s hostile work environment sexual harassment claim against a media company pursuant to the New York City Human Rights...
View ArticleALERT! Supreme Court “SOX” it to Employers by Extending Statute’s...
The U.S. Supreme Court recently issued an opinion in Lawson v. FMR LLC broadening the scope of individuals afforded protection under the anti-retaliatory provisions in the Sarbanes Oxley Act. Baker...
View ArticleCan Employers in the Fifth Circuit Be Liable for Retaliation Under Title VII...
In Zamora v. City of Houston, 14-20125 (Aug. 19, 2015), the Fifth Circuit joined the Sixth, Eighth, and Tenth Circuits in holding that the “cat’s paw” theory of causation can also be utilized in Title...
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