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October 14, 2022
Federal Court Affirms Employer Liability for Acts of Non-Employees
A recent ruling highlights how employers can be held responsible for harassment by non-employees.
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The Paley Rothman Blog
Paley Rothman shares this library of resources with clients and friends of the firm to help them stay ahead of legal and business developments and trends. Here, you will find helpful tips and tools written by our attorneys. The information in the blogs and articles is not a substitute for legal advice and should not be relied on as such. Should you have any questions or want legal advice, please contact the attorney who wrote the blog or article.
June 6, 2019
Supreme Court Rules Employers Can Unwittingly Waive Requirement to Bring EEOC Charge Before Suit
High court rules that an employee’s failure to file an obligatory agency action before proceeding to court with a Title VII claim of discrimination is not a jurisdictional bar to the lawsuit, which places the burden on their employer to raise this defense early in the case, or else forfeit it.
Read More- Tags: employment law, supreme court, title vii, eeoc, discrimination
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July 31, 2018
EEOC Sues Maryland Private School for Reverse Discrimination
On July 30, 2018, the U.S. Equal Employment Opportunity Commission (EEOC) announced a new lawsuit filed in the U.S. District Court for the District of Maryland, Baltimore Division.
Read More- Tags: employment law, eeoc, maryland, discrimination, title vii
August 10, 2017
Does Title VII Cover Sexual Orientation? Courts Weigh In. EEOC says Yes. Trump DOJ says No.
Trump Justice Department Now Says Title VII Doesn't Cover Sexual Orientation; Federal Appellate Circuits Split
Read More- Tags: employment law, eeoc, doj, title vii, discrimination
June 9, 2017
No Retaliation For Termination Based on Employer’s Mistaken Belief of False Report, Says Fourth Cir.
On June 7, 2017, the Fourth Circuit Court of Appeals held that, so long as an employer honestly believed its employee had made a false report of harassment, its decision to fire that employee cannot constitute unlawful retaliation...even if the employee’s report ultimately turned out to be truthful.
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