The New Jersey District Court recently reiterated the importance of maintaining effective anti-harassment policies, and taking prompt and effective remedial measures following harassment complaints. In Barroso v. Lidestri Foods, Inc., 2013 WL 1314438 (D.N.J, March 28, 2013), the plaintiff alleged that he was subjected to a hostile work environment under the New Jersey Law Against Discrimination (NJLAD) as a result of several untoward actions on the part of his shift manager (who despite his title, was not a supervisor for purposes of the NJLAD). Granting summary judgment for the employer, the court explained that the employer had an effective anti-harassment policy, effective reporting mechanism, and took prompt remedial action to investigate and address the plaintiff’s complaints. Indeed, within seven business days of the plaintiff’s complaint, the employer completed an internal investigation, discussed the findings among upper management, and decided to terminate the shift manager’s employment.
In the most recent case, the employee, Linda Ferrick, worked for Santa Clara University as a senior administrator in the university’s real estate department. Ferrick alleged that the director of the department, Nick Travis, engaged in extensive wrongdoing, including embezzling funds, engaging in kickback schemes, and evading taxes (among other misconduct). In August 2011, Ferrick allegedly reported Travis’ wrongdoing to the university’s director of finance, the risk manager, and the budget director.
Louisiana Enacts Reforms During the COVID-19 Pandemic: Limits on Liability, Damages, and Changes to Evidentiary Rules
Louisiana Governor John Bel Edwards recently signed into law Act 336 of the 2020 Regular Session, which was filed in the Louisiana State Legislature as House Bill 826. The new act limits the liability to which Louisiana businesses and employers could be exposed due to the ongoing COVID-19 public health emergency. Specifically, the law creates two statutes—La. Rev. Stat. § 9:2800.25 and La. Rev. Stat. § 29:773—that limit the potential liability of businesses and employers operating in Louisiana for COVID-19 contractions and related injuries.
When is time compensable under California law? In a recent decision by the Ninth Circuit Court of Appeals, Sali v. Corona Regional Medical Center, the court explained that there are two categories of compensable time