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Fort Lauderdale Employment Law Blog

In the Age of #MeToo, How Far Is Too Far? Some Say That A Zero-Tolerance Policy May Do More Damage Than Good

The rise of sexual harassment allegations stemming from the #MeToo movement has left many employers reeling as they try to implement policies and procedures to protect themselves from potential liability. Some have elected to impose a zero-tolerance policy for all sexually inappropriate behaviors in the workplace. While this sounds good on paper, in reality, it can have some unintended consequences.

'Epic Systems,' and the 3rd Circuit's Ruling on Class Waivers

The Supreme Court recently made an epic decision regarding employee's rights. In a 5-4 ruling on May 21, the 3rd circuit found in favor of the employer in the case of Epic Systems Corp. v. Lewis. The decision supports employers' right to force employees to settle their disputes via individual arbitration.

Sexual Harassment Claims for McDonald's Escalate as Sanford Worker Joins In

The massively popular fast-food restaurant chain McDonald's is facing serious sexual harassment allegations involving 10 employees spread across nine different cities. Backed by two national advocacy groups, the employees allege that they were groped and exposed to lewd comments, indecent exposure, and sexual propositions at the hands of their supervisors. A 15-year-old girl from St. Louis is among the list of claimants.

Supreme Court Decision Delivers Blow To Workers' Rights

A recent decision by the U.S. Supreme court will have a major impact on the rights of private, non-union employees to move forward with class-action lawsuits. The case, which was decided in a 5-4 vote, concluded that the provisions of 1925 Federal Arbitration Act overrides the National Labor Relations Act of 1935.

Are the Employment Contracts for NFL Cheerleaders Discriminatory? Setting a New Standard Begins Today

NFL cheerleaders are speaking out against workplace discrimination and gender bias, bringing to light a long-standing issue that has been kept in the dark due to contractual restrictions.

The U.S. Department of Labor's Wage and Hour Division Has Released Three Opinion Letters

Employers and workers both have a great deal more clarity on some issues following three opinion letters recently released by the U.S. Department of Labor (DOL). This practice, which is back in force again after a 7-year hiatus, provides the department's opinion on the interpretation of the law when presented with a specific set of facts.

Employees of Educational Institutions Likely Protected From Sexual Orientation Discrimination under Title IX

With the #MeToo movement, there has been heightened awareness and actions taken against incidents of sexual harassment and sexual discrimination across many business sectors. There have been long been civil rights laws in place with the intent of protecting workers from sexual discrimination in the workplace and in educational institution. However, discrimination on the basis of an employee's sexual orientation is still a gray area where legislation is concerned. This is changing as recent federal appellate court decisions are reevaluating the extension of both Title VII and Title IX to workplace protections against sexual orientation discrimination. Most educational institutions, such as colleges, universities and many K-12 schools are required to abide by Title IX's sex discrimination protections.

NJ Set to Pass Sick Leave Law- Will This Set a New Precedent?

Following the recent passing of A1827 by the New Jersey Senate, the state is poised to become the 10th in the nation to enact a paid sick leave law. Known for being a worker-friendly state, it's not surprising that New Jersey's lawmakers have rallied behind this new bill.

What to Expect When Your Employee Is Expecting: How To Navigate Maternity Leave and Avoid Pregnancy Discrimination in the Workplace

Workplace discrimination is a serious allegation. As an employer, knowing what not to say in certain situations can save you a lot of problems. This is particularly important when dealing with an employee who is expecting.

The Pregnancy Discrimination Act ("PDA"), enforced by the Equal Employment Opportunity Commission (EEOC), provides clear guidelines for pregnant women's rights. It also enforces limits on actions employers can take based on their employee's pregnancy status. The following real-life cases brought forth by the EEOC can serve as a reminder that even well-intentioned actions can create a world of headaches.

If you want to keep yourself out of court, avoid saying the following four things to your employees.

 

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