The 4th U.S. Circuit Court of Appeals has determined that an alleged harasser who makes gender-specific slurs and comments can create a hostile work environment for a female employee, even though the harasser is an “Equal Opportunity Harasser” who makes sexually offensive remarks to “anybody, any time.” EEOC v. Fairbrook Medical Clinic, P.A., 4th Circ.
June 2010
FMLA rights regarding childcare may apply without specific legal or biological relationship.
By Maria Danaher on
Posted in FMLA
The Family and Medical Leave Act (FMLA) establishes protected leave for specific circumstances, including the birth or placement of a son or daughter, care of a newborn or newly placed son or daughter, and care for a son or daughter with a serious health condition. On June 22, 2010, the Wage and Hour Division of …
Supreme Court rules that review of public employee’s text messages was not a Constitutional violation.
By Maria Danaher on
Posted in Social Networking
[With thanks to Hera Arsen, J.D., Ph.D., in our Client Services group – her more detailed explanation of this case can be found on the firm’s website at www.ogletreedeakins.com.]
The U.S. Supreme Court has held that a city police department’s search of an employee/police officer’s text messages was reasonable, and did not violate the…
Third Circuit sets forth the criteria to support the imposition of an injunction related to a non-compete agreement.
By Maria Danaher on
Posted in Non-compete agreements, Restrictive covenants
Non-competition, confidentiality, and non-solicitation agreements all are examples of restrictive covenants that are used to preclude an employee from taking certain proprietary information or customers and using it (or them) in a way that may adversely affect the individual’s previous employer. When a company determines that a former employee may be prepared to violate such…