Shain v. Hel Limited, et al., 2012 WL 671922 (App. Div. Mar. 2, 2012): The Appellate Division affirmed the dismissal of a plaintiff’s hostile work environment claim under the NJLAD. The plaintiff, employed as a salesman, discovered alleged anti-Semitic comments about the plaintiff contained in a single email between a supervisor to another supervisor, and alleged that the email created a hostile work environment. The Appellate Division found the comments were not sufficiently “severe” because: the comments were not made to the plaintiff’s face directly; the plaintiff only became aware of the email after he retrieved an email through the company database; the comment was not made by the plaintiff’s ultimate supervisor; and the supervisor who made the comment was promptly reprimanded and apologized to the plaintiff for the comment.
On June 24, 2022, the Supreme Court of the United States issued its highly anticipated decision in Dobbs v. Jackson Women’s Health Organization, No. 19-1392. The Dobbs decision expressly overrules the two key precedents that established and upheld a constitutional right to abortion and gives states the authority to regulate abortion.
On Monday, March 3, 2014, the Supreme Court of the United States agreed to decide whether a company was required to pay overtime compensation to its workers for the time they spent passing through a security clearance at the end of each shift. In a case on appeal from the…..
Since it was passed in 1998, Iowa’s Drug-Free Workplaces Act has been one of the most comprehensive and complex drug-testing statutes in the United States. On June 25, 2021, the Iowa Supreme Court issued a pair of decisions—Dix v. Casey’s General Stores, Inc. and Woods v. Charles Gabus Ford, Inc.—that provide an in-depth analysis of the requirements that Iowa’s drug testing statute impose on employers and the level of compliance that employers must achieve to conduct enforceable testing.