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Employment Law

Yes, online arbitration agreements are binding

Until recently, some employers worried that not getting a hard signature on a printed arbitration agreement might mean the contract wasn’t valid. That’s no longer a worry.

Halliburton settles charges of race, national origin bias

Energy industry supplier Halliburton has agreed to settle charges it discriminated against two workers because of their national origin and religion.

Isolated comments don’t add up to harassment

A few isolated comments of an arguably sexual nature aren’t enough to support a hostile work environment lawsuit. To make that case, an employee who quits and sues would have to show that a hypothetical reasonable employee would have done the same to escape the hostile environment.

Asylum for immigrant safety whistleblowers?

Over the years, courts have ruled that undocumented workers who report unsafe working conditions enjoy many of the same protections as whistleblowers who are U.S. citizens. That doesn’t mean retaliation never happens.

Trying to encourage resignation can backfire

Some supervisors mistakenly believe that it won’t have any consequences if they can convince an employee to quit. That’s not true.

Report: HR, hiring managers need disability training

A new report on workplace disability inclusion found many HR professionals and hiring managers are ill-prepared to hire, retain or advance individuals with disabilities.

EEOC pending charges at 13-year low

The EEOC reduced its inventory of pending private-sector charges by 12.1% in fiscal year 2019.

McDonald’s pays $26 million for OT violations

Sometimes, seemingly insignificant wage-and-hour practices can add up to a huge employer liability—especially if they are contested in a class-action lawsuit.

Witnessing discrimination doesn’t justify lawsuit

Under California’s Unruh Civil Rights Act, everyone in the state is entitled to equal rights in all California businesses. Does that mean a bystander to discriminatory conduct has the right to sue? The answer is no.

FEHA retaliation must be tied to legit FEHA claim

Workers who complain about discrimination that’s illegal under California’s Fair Employment and Housing Act are protected from retaliation. Making an initial complaint qualifies as protected activity. But not every complaint is protected.