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.
It remains legal in many states to discriminate against employees because of their sexual orientation or gender identity – something that President Obama hopes to change. On June 16th, the White House announced that Obama will issue an executive order aimed at stopping employers from discriminating against such workers on the basis of their sexual orientation or gender identity.
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This post is about a case we simply can’t resist reporting on. This is, after all, a blog that analyzes and provides insight on developments in Maryland employment issues. Thus, when our State’s highest court, the Maryland Court of Appeals, is sued as a defendant for violating the FMLA and the case goes all the way up to the U.S. Supreme Court, well, that’s news! Thankfully, for the taxpayers of Maryland, the Court of Appeals emerged victorious.
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For most employers, the object of offering severance pay in exchange for a release is to prevent the former employee from suing and to “buy” peace. When the County of Chesterfield, Virginia, made a severance offer to one of its long-time, female employees, however, it created a Title VII discrimination lawsuit that would not otherwise have existed. That’s a major oops!
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Add Baltimore County to the growing list of Maryland counties protecting transgender individuals from discrimination in the workplace; it joins Baltimore City and Howard and Montgomery counties. The Baltimore County Council approved hotly-debated legislation on February 21, 2012, that prohibits discrimination on the basis of gender identity and expression and on sexual orientation in employment, housing, public accommodations and financing.
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So, you’ve heard that arbitration agreements are the way to go. You’ve read or been told that arbitration is less expensive than litigating discrimination and other employee claims in court, and that it avoids the risk of a runaway jury verdict in favor of your employee. Just slip the agreement into your company’s employee handbook and you’re good to go.
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