Hostile Work Environment

There’s a sex harassment case playing out in federal court in New York – Marchuk v. Faruqi & Faruqi LLP –  that’s been getting a lot of attention. The allegations involve a law firm partner forcing himself on an associate after a holiday party. Law360 (subscription) provides daily updates. While there are enough sordid details

I’ve complained before about the lack of guidance for employers dealing with employees who attribute their bad behavior to a disability. The Ninth Circuit’s August 15, 2014 decision in Weaving v. City of Hillsboro (pdf) only adds to the confusion.

The City of Hillsboro, Oregon fired Weaving from his job as a police sergeant

A California court of appeal ruled last week that a firefighter could proceed with a claim that his supervisor harassed him because he stood up for his lesbian daughter. The unpublished decision, Derr v. Kern County Fire Dep’t, was reported by Anne Marchessault in BNA’s Employment Discrimination Report (subscription required).

The plaintiff, David Derr,

I don’t mind admitting that I’m confused. Yesterday, while I’m writing about the EEOC’s increased emphasis on sexual harassment, the Wall Street Journal is offering advice on flirting

At the same time we’re being inundated with press about General David Petraeus’ career being ruined by an affair and General John Allen’s career being threatened over “inappropriate e-mails.”

Most employers know that they have to protect their employees against a hostile working environment. That includes protecting them from harassment by customers as well as co-workers. But what if the customers are convicted felons who are in custody?

That issue arose last month in a case by a former employee of a halfway house. In Turman v.