Showing 4 posts in Discrimination, Harassment & Hostile Workplace Claims.

EMPLOYMENT LAW CLIENT ALERT: Tenth Circuit Rules Failure to File Discrimination Claim with EEOC No Longer Jurisdictional Bar

September 5, 2018 by Eric P. Conn, Peter J. Strelitz

In a surprising decision overturning 40 years of precedent, the Tenth Circuit recently ruled that a plaintiff’s failure to file a claim with the Equal Employment Opportunity Commission (“EEOC”) was not a jurisdictional bar to a federal court adjudicating an employment discrimination claim. Lincoln v BNSF Railway Company, --- F3d --- (10th Cir. August 17, 2018). More »

NJ EMPLOYMENT LAW CLIENT ALERT: An Amendment to the New Jersey Law Against Discrimination “NJLAD” Provides Protection And Accommodations for Nursing Mothers

January 10, 2018 by Administrator

New Jersey Governor Chris Christie recently signed legislation that amends the New Jersey Law Against Discrimination "NJLAD" to prohibit employers from discriminating against employees for breastfeeding. In that regard, an employer may not refuse to hire, discharge or require an employee to retire as a result of the employee’s breastfeeding. Further, the amendment prohibits employers from discriminating against any breastfeeding employee in regards to the employee’s compensation, terms, conditions or privileges of employment. More »

Employment Update: Supreme Court Clarifies the Pregnancy Discrimination Act

May 12, 2015 by Administrator

Previously, in "Employment Update: Illinois Enacts Pregnancy Fairness Act," we addressed whether pregnancy is considered a disability under the law and, if so, to what extent. The United States Supreme Court, in Young v. UPS, recently chimed in on this issue and the extent of coverage under the Pregnancy Discrimination Act ("PDA"). More »

I Know Where You Were Last Summer: Using More Than Just Facebook to Investigate Pending Claims

January 29, 2015 by Eric P. Conn

In other articles, we have discussed the importance of obtaining social media data in pre-suit investigations and how to conduct social media discovery in pending litigation. As we discussed there, photographs, video and the like information can all be used for evidentiary purposes to demonstrate state of mind, the existence of mental or cognitive disabilities (or the lack thereof) and the level of activity enjoyed by a litigant.  In those articles, we have focused primarily on recovering such evidence from Facebook since it is one of the most prevalently used social media platforms and permits users to download (at least arguably) the most helpful data. However, Facebook is not the only source of social media data and any thorough investigation should also involve identifying and requesting photographs, video, status updates or comments from other social media platforms. More »

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