In Gargano v. Wyndham Skyline Tower Resorts, a manager of a cleaning services company assigned to a Wyndham casino sued Wyndham for negligent hiring after she was sexually assaulted by a Wyndham employee. 2012 WL 5388949 (D.N.J., November 2, 2012). Wyndham allegedly learned during the hiring process that the accused had two prior workplace incidents (shoving a linen bin and, allegedly, an elevator attendant out of anger; and defying a supervisor) but proceeded to hire him anyway. Several months later, the sexual assault allegedly occurred. The district court rejected the plaintiff’s negligent hiring claim because the incidents of aggression and defiance—assuming Wyndham was aware of them—were not sexual in nature and therefore did not make the unfortunate sexual assault foreseeable.
On July 1, 2018, a number of states’ and localities’ minimum wage increases went into effect.
A federal court in the Eastern District of Louisiana allowed an unfair trade practices claim to survive against an employer that attempted to enforce an allegedly invalid noncompete agreement.
Exantus v. Harbor Bar & Brasserie Restaurant, 2010 WL 278611 (3d Cir. July 14, 2010) – In this case, the Third Circuit Court of Appeals ruled that a plaintiff cannot demonstrate a hostile work environment in violation of Title VII by alleging that his fellow employees and his direct supervisor engaged in isolated incidents when