Generally, employees can appeal if they’re denied unemployment compensation because they were fired for cause. To win, they must show they were fired without just cause. However, the rules change when an employee is fired for a positive drug test.
The Age Discrimination in Employment Act protects workers age 40 or older from discrimination based on age. To win an ADEA lawsuit, an employee has to show that a younger employee replaced her. However, that younger employee must be at least six years younger unless there is direct evidence of age discrimination.
Is it because the other shoe hasn’t yet dropped—or is the economy really stabilizing? Whether it’s perception or reality, workers tell researchers they’re feeling more confident these days. The picture in Ohio, however remains a little gloomier than the rest of the country.
Last year, Ohio doctors who were fed up with health insurance companies started The Physicians Assurance Corporation (TPAC). Designed to serve the employer-provided health insurance market, it featured low premiums, aggressive disease management—and an enthusiastic cadre of physicians. But TPAC lasted less than 10 months.
The EEOC has sued Digital Cable and Communications South, a Parma-based cable TV installation company, for allegedly refusing to hire female applicants for cable technician jobs.
The EEOC has sued Cleveland-based Dave’s Markets, alleging the chain tolerated a workplace rife with sexual harassment. The lawsuit claims that a longtime male manager made repeated and unwanted sexual advances against female employees, and the company did nothing to stop it.
Q. Our company maintains an affirmative action plan. I’m concerned, however, that if we refuse to hire a white applicant because of the plan, that person might be able to sue us for discrimination. Yet, if we don’t follow the plan, minority applicants can sue us. It seems like a Catch-22. What do we do?
