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COVID-era telework was an emergency exception. Courts aren’t treating it as a permanent rewrite of job requirements.
TL;DR: An IT systems administrator working as a government contractor requested full-time telework as an ADA accommodation after being diagnosed with Autism, Major Depressive Disorder, and Social Anxiety Disorder. Hi...
A pharmaceutical company’s compliance officer claimed she spent years flagging what she believed were Anti-Kickback Statute violations. What followed, according to her complaint: bogus HR investigations, a forced apology, a retaliatory performance review, a final warning memo, interference with her medical leave while she was undergoing cancer treatment, and ultimatel...
Sometimes the facts supporting a religious accommodation denial are so strong that skipping the accommodation process doesn’t sink you. This healthcare employer found that out — and the 9th Circuit’s reasoning tells you exactly why.
TL;DR: A regional healthcare system operating eight hospitals denied religious exemptions from its v...
According to the EEOC, an employee complained about six months of sexual harassment. Her employer allegedly did nothing. So she went to court, got a protective order against the harasser, handed a copy to HR, and was fired the next day. The harasser kept his job.
TL;DR: A paper products manufacturer agreed to pay $80,000 and provid...
The EEO-1 filing requirement has existed since 1966. It may not exist much longer.
TL;DR: On May 14, 2026, the EEOC submitted a proposal to the Office of Information and Regulatory Affairs (OIRA) to rescind the EEO-1 reporting requirement, along with several other workforce demographic reporting obligations. Nothing has changed yet —...