This case may have some problems, but it's a good illustration of why employers need to be careful, post-Young v. UPS. Thanks very much to Bill Goren for sending it my way.

The Equal Employment Opportunity Commission filed suit last week in a federal court in Pennsylvania against Landis Communities (retirement communities), claiming that Landis unlawfully refused to accommodate the ...

In July, I posted about a discovery dispute in the transgender lawsuit going on in the Detroit area. The Equal Employment Opportunity Commission has sued a funeral home for discriminating against Aimee Stephens, a transgender woman.

The Defendants, represented by the Alliance Defending Freedom, had served discovery on the EEOC, seeking intimate details about Ms. Stephens's ...

The Equal Employment Opportunity Commission has been ordered to pay $938,771 in attorneys' fees to Freeman after getting its clock cleaned in that lawsuit it filed over background checks and disparate impact based on race and ethnicity. (Freeman had asked for more than $1.5 million.)

In better news for the EEOC, it settled its background-check case against BMW for $1.6 million ...

Bless their hearts.

Employers, it is a losing battle to debate theology with your employees who request religious accommodation. If you don't believe me, ask Consolidated Coal Company and its parent, CONSOL Energy, which have been ordered to pay more than half a million dollars to an employee who retired rather than have his hand scanned by a biometric screener, which he believed was ...

Well, this should be interesting.

As I've reported before, the Equal Employment Opportunity Commission has sued a funeral home chain in the Detroit area for terminating Aimee Stephens, a transgender woman, because she failed to conform to male sex stereotypes.

The defendants moved to dismiss the lawsuit, but their motion was denied in April.

After the court ruled that the case would go ...

We went to the U.S. Supreme Court, and all I got was this lousy $45K?

(Better than a lousy t-shirt, I guess.)

Law360 reports that, now that the U.S. Supreme Court has ruled in favor of the Equal Employment Opportunity Commission in the high-profile religious discrimination and accommodation case, Abercrombie has agreed to pay Samantha Elauf $25,670.53 in damages and $18,983.03 ...

Hey, EEOC, there's this newfangled technique known as "track changes." Look into it!

Last Thursday, the Equal Employment Opportunity Commission issued its amended guidance on pregnancy discrimination and accommodation in light of the U.S. Supreme Court decision in Young v. UPS, issued in March 2015. The EEOC's original guidance was issued in July 2014, but now the ...

We have reached the fifth and final of our five harassment "must-haves": No retaliation.

It should be easy to avoid retaliation, right? Because retaliatory conduct is intentional - you can't "accidentally" retaliate against someone. You can't "negligently" seek payback.

To retaliate, you have to work at it.

Of course, that would make life way too simple. Employers can ...

This is a first. I don't think I've ever agreed with Antonin Scalia and Ruth Bader Ginsburg at the same time. What's the world coming to?

In a nutshell, the Supreme Court decision in EEOC v. Abercrombie means this: if an employment decision is motivated by religion - even if the employer does not actually know the religious need of the individual - then the employer may be liable ...

Thanks to my law partner Jill Stricklin, who has this news about the EEOC's new pilot program. Jill is an employment litigator in Constangy's Winston-Salem Office and was also just named to the 2015 North Carolina Business Legal Elite for employment attorneys.

The EEOC began use of a new "Digital Charge" pilot program last Friday in the Charlotte, North Carolina, and San ...