Monthly Archives: November 2011

Alleged comments by HR director sufficient to defeat company’s motion for summary judgment.

Remarks by a law firm’s human resources director could be “direct evidence” of pregnancy discrimination and violation of the FMLA, according to the 7th U.S. District Court of Appeals. According to the court, such evidence falls outside of the “hearsay” objection that might otherwise keep it from being presented to a jury. Makowski v. SmithAmundsen … Continue Reading

Use of “English-only” policies is subject of disagreement between governmental agencies.

The U.S. Commission on Civil Rights (USCCR) has posted a report which recommends that the Equal Employment Opportunity Commission (EEOC) modify its position that the use of “English-only” policies is a presumptive violation of Title VII of the Civil Rights Act.  See EEOC’s guideline at 29 C.F.R. § 1606.7 (2010). This report sets up an … Continue Reading
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