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Employment Law

FWC Upholds Compensation for Unfairly Dismissed WA Worker
Employment Law
FWC Upholds Compensation for Unfairly Dismissed WA Worker

The Fair Work Commission (FWC), Australia’s national workplace relations tribunal, has recently delivered a pivotal ruling in favor of a Western Australian disability support worker who was subject to unfair dismissal by her employer, a health care services provider. The case hinged on the involuntary resignation of the worker following unilateral changes to her employment contract initiated by the employer,

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Proving Damages in Wrongful Termination: A Lesson from B.C. Tribunal Cases
Employment Law
Proving Damages in Wrongful Termination: A Lesson from B.C. Tribunal Cases

In British Columbia, employers grappling with the decision to terminate an employee for breach of contract face a complex legal landscape, as highlighted by recent tribunal cases. These cases emphasize the crucial role of solid evidence in wrongful termination lawsuits and shed light on the subtleties that can sway the outcome of such legal challenges. For employers, these pivotal decisions

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Is Your Employment Arbitration Agreement Enforceable?
Employment Law
Is Your Employment Arbitration Agreement Enforceable?

In the dynamic landscape of employment law, the significance of arbitration agreements has gained the spotlight, especially after a notable case from Central Florida. At the heart of the discussion is whether an employee’s refusal to sign an arbitration agreement impacts their ability to pursue a discrimination claim. These arbitration agreements are more than just standard contracts; they are complex

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Employee in British Columbia Wins $81,100 in Damages After Wrongful Dismissal Over “Strongly Worded” Email
Employment Law
Employee in British Columbia Wins $81,100 in Damages After Wrongful Dismissal Over “Strongly Worded” Email

In a recent employment dispute in British Columbia, an employee has emerged victorious after being wrongfully dismissed over a “strongly worded” email. The Supreme Court ruling awarded the employee, Lefebvre, a significant sum of $81,100 in damages. Let us delve into the details of this case and examine the events leading up to the court’s decision. Background of the case

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Appeals Court Curtails NLRB’s Power: Tesla’s Union Insignia Policy Deemed Permissible
Employment Law
Appeals Court Curtails NLRB’s Power: Tesla’s Union Insignia Policy Deemed Permissible

A recent federal appeals court ruling has provided welcome news for employers who enforce uniform policies. The U.S. Court of Appeals for the Fifth Circuit determined that the National Labor Relations Board (NLRB) exceeded its authority by declaring that any employer meddling with an employee’s right to display union insignia, no matter how small, is permissible only under certain “special

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Violation of Age Discrimination Act: The Case of the Illinois School District
Employment Law
Violation of Age Discrimination Act: The Case of the Illinois School District

In a case that highlights the importance of fair treatment and equal pay for employees of all ages, a school district in Illinois has been found to have violated the federal Age Discrimination in Employment Act (ADEA). This violation stems from the implementation of a collective bargaining agreement provision that unfairly limited the pay of older employees. The district’s attempt

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Plaza Azteca Agrees to Pay $11.4 Million in Back Wages and Damages to Over 1,000 Employees
Employment Law
Plaza Azteca Agrees to Pay $11.4 Million in Back Wages and Damages to Over 1,000 Employees

Plaza Azteca, a popular restaurant chain with over 40 locations, has reached an agreement to pay $11.4 million in back wages and liquidated damages to more than 1,000 employees. The Department of Labor (DOL) filed a complaint against owner Ruben Leon and the restaurants after discovering violations of overtime and minimum wage practices under the Fair Labor Standards Act (FLSA).

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Federal Court Grants Summary Judgment in Age Discrimination Case against Asphalt Company
Employment Law
Federal Court Grants Summary Judgment in Age Discrimination Case against Asphalt Company

In a recent case, a federal court in Ohio granted summary judgment in favor of an asphalt company, dismissing an employee’s age discrimination claims. The court ruled that while the supervisor’s comments about the employee’s age were offensive and unprofessional, they alone were not sufficient evidence to prove that the company’s stated reason for termination was pretextual. Background The case

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Texas City’s Firing of Employee Following FMLA Leave Comes Under Scrutiny for Possible Retaliation
Employment Law
Texas City’s Firing of Employee Following FMLA Leave Comes Under Scrutiny for Possible Retaliation

In a case that has sparked controversy, a Texas city finds itself in legal trouble after allegedly firing an employee just moments after her Family and Medical Leave Act (FMLA) entitlement ended. The incident has raised questions about the true motivations behind the termination and has led to a significant legal battle. The 5th U.S. Circuit Court of Appeals recently

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The Heightened Undue Hardship Test for Religious Accommodations: Analyzing the Impact of Groff v. DeJoy
Employment Law
The Heightened Undue Hardship Test for Religious Accommodations: Analyzing the Impact of Groff v. DeJoy

Under Title VII of the Civil Rights Act of 1964, employers are obligated to provide reasonable accommodations for their employees’ sincerely held religious beliefs unless it would result in undue hardship. In recent years, the burden of proving undue hardship has shifted, creating new challenges for employers. This article explores the implications of a significant Supreme Court ruling in Groff

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California Supreme Court’s Ruling in Raines v. U.S. Healthworks Medical Group: Implications for Third Parties and Employers
Employment Law
California Supreme Court’s Ruling in Raines v. U.S. Healthworks Medical Group: Implications for Third Parties and Employers

The landmark ruling in Raines v. U.S. Healthworks Medical Group by the California Supreme Court has significant implications for both third parties involved in hiring processes and employers. This article aims to provide a detailed analysis of the ruling, exploring its potential impact on businesses operating as agents and the responsibilities of employers in ensuring compliance with California law. Implications

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Navigating the Shift: Understanding the NLRB’s New Setting-Specific Standards for Abusive Conduct Cases
Employment Law
Navigating the Shift: Understanding the NLRB’s New Setting-Specific Standards for Abusive Conduct Cases

The National Labor Relations Board (NLRB) recently made a pro-employee decision, holding that the familiar Wright Line standard no longer governs cases involving employees disciplined for engaging in offensive or abusive conduct while participating in activities protected by Section 7 of the National Labor Relations Act (NLRA). Instead, the Board re-adopted “setting-specific” standards for those cases. This decision has significant

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