RESUMEN
Although many employers recognize the need for an effective sexual harassment policy, they have received only limited guidance from the EEOC and the courts on how to draft and implement one. This article examines a recent decision, Robinson v. Jacksonville Shipyards, in which the court imposed a comprehensive sexual harassment policy. This article suggests that employers should consider adopting similar policies to better protect themselves from liability for sexual harassment.
Asunto(s)
Administración de Personal/legislación & jurisprudencia , Delitos Sexuales/legislación & jurisprudencia , Derechos de la Mujer/legislación & jurisprudencia , Femenino , Humanos , Industrias/legislación & jurisprudencia , Responsabilidad Legal , Objetivos Organizacionales , Conducta Sexual , Estados Unidos , Mujeres Trabajadoras/legislación & jurisprudenciaRESUMEN
In the typical ADA claim, the plaintiff will claim that he or she has a disability but is nevertheless able to perform the essential functions of his or her job. This position is often in direct conflict with other non-ADA claims that the plaintiff has made or is making, where the plaintiff is claiming total disability and/or that he or she is unable to work. This article examines these phenomena, reviews the numerous recent cases that have found for employers based on these inconsistent positions of the plaintiff, and explains how employers can be develop and present this defense.
Asunto(s)
Personas con Discapacidad/legislación & jurisprudencia , Empleos Subvencionados/legislación & jurisprudencia , Evaluación de la Discapacidad , Humanos , Seguridad Social/legislación & jurisprudencia , Estados Unidos , Indemnización para Trabajadores/legislación & jurisprudenciaRESUMEN
This article will address the legal obligations of employers in non-union settings toward employees who request pregnancy leave, parental or medical leave, workers' compensation leave, and other forms of disability leave. Specifically, this article will address the legal standards set forth under the Pregnancy Discrimination Act, various state pregnancy and family leave acts, workers' compensation retaliatory discharge authority, and the Americans With Disabilities Act of 1990. In addition, this article will provide practical guidance for employers in formulating effective leave policies that provide the maximum amount of operational flexibility while at the same time minimizing the risk of costly and excessive litigation.