The much-awaited ruling in the Abercrombie & Fitch “hijab case” is here. Abercrombie & Fitch refused to hire 17-year old Samantha Elauf, because the headscarf she wore pursuant to Muslim practices (which she was wearing at her job interview) conflicted with Abercrombie’s “look” policy, which prohibited pretty much any head coverings. (Click here for a […]
On March 25, 2014 the EEOC announced a settlement of a sexual harassment case against Wal-Mart. Most employers do not want to be seen as tolerating sexual harassment. Wal-Mart is probably no exception. Now, we’ve had Wal-Mart under somewhat of a microscope lately (click here, here, here , here and here for review) in our continuing quest to […]
If you read last week’s post here at The Emplawyerologist, you know the EEOC‘s position on pre-employment testing. Therefore you now know that even a pre-employment testing procedure or requirement, while itself neutral might still be ruled discriminatory if it disproportionately excludes from employment or promotions, certain classes of people protected by Title VII of the […]
With our recent focus on pre-employment screening, we turn now to the use of pre-employment testing. Many employers choose to rely on certain pre-employment testing to help them determine whether a candidate is qualified for the job in question, or otherwise a fit for the job or the company. Such tests may focus on certain […]
Previously on The Emplawyerologist: we expounded on severance agreements, and its typical provisions– and I left you hanging with the introduction of general release clauses. What is a general release clause (in the context of severance agreements), what do they do, what are their limitations and how might such a clause read?