A federal judge in Iowa recently ordered the Equal Employment Opportunity Commission (EEOC) to pay $4.56 million in attorneys’ fees, costs and expenses to an interstate trucking company that successfully defended a sexual harassment class action. Last year, the court dismissed the federal agency’s suit in its entirety, finding no basis for “pattern or practice” claims or individual claims of bias under Title VII of the Civil Rights Act. In granting the employer’s request for attorneys’ fees, the trial judge found that “the EEOC’s actions in pursuing this lawsuit were unreasonable, contrary to the procedure outlined by Title VII and imposed an unnecessary burden upon [the employer] and the court.” EEOC v. CRST Van Expedited Inc., No. 07-CV-0095 (February 9, 2010).
In 2018, the Michigan Legislature passed two seemingly conflicting pieces of legislation addressing future minimum wage increases. Now that 2019 is here, many employers may be confused about what the changes are and when they become effective.
Fifth Circuit Emphasizes Narrowed Liability for Employee Transfer Under the Louisiana Whistleblower Statute
The Fifth Circuit Court of Appeals affirmed the U.S. District Court for the Western District of Louisiana’s grant of summary judgment under the Louisiana whistleblower law, Louisiana Revised Statutes section 23:967, in favor of an employer that transferred an employee to a less desirable location after revealing concerns about her employer’s handling of a diabetic student.
Minnesota employers should know that Minnesota’s “Voting Time Off” statute (section 204C.04) has changed since the last presidential election. Previously, employees who were eligible to vote were allowed up to two hours of paid time off from work in the morning on Election Day. The amended statute allows employees to…..