| Disparate Impact Claims under Title VII |
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| Under Title VII it is unlawful for an employer to discriminate against an employee or applicant on the basis of basis of sex, race, color, religion, and national origin. This means that employers may not fire, refuse to hire, demote, or take other adverse employment action against an employee or applicant because of his or her sex, race, color, religion, or national origin.More... |
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| The Fair Credit Reporting Act |
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| and Pre-Employment Screening)More... |
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| Unemployment Benefits - Partial Benefits |
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| If a former employee is claiming benefits against the employer, such a claim can be monetarily reduced by whatever amount of temporary or part-time work the claimant might engage in during his layoff or other type of unemployment period. Thus, if some temporary help is required for a job, it may be advantageous to review the unemployment claims to see if there are any claimants currently drawing benefits who could be called back to work.More... |
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| EEOC Uniform Guidelines for |
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| Employee Selection Procedures)More... |
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| Invasion of Privacy |
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| Employees may not have privacy rights in email sent on company-owned equipment even if the company makes assurances that all email communications are confidential and privileged. A wrongful discharge case against a Pennsylvania company that made such assurances was recently dismissed after an employee made inappropriate and unprofessional comments to his supervisor. The court found that an employee could have no expectation of privacy in communications made on a company email system to his supervisor.More... |
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