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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 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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March 30, 2017
Recent Cases Leave Status of Title VII Protection for Sexual Orientation Murky
The extent of Title VII protection against discrimination based on an employee’s sexual orientation remains a gray area after two recent federal appellate cases, and employers should be aware of state laws offering greater protection.
Read More- Tags: title vii, eeoc, supreme court, employment law, discrimination, harassment
February 14, 2017
What Lies Ahead? The EEOC and the New Administration
Anticipating the Trump administration’s plans for the EEOC, possible changes in policies, programs, litigation priorities and strategies, and guidance on workplace discrimination and harassment.
Read More- Tags: employment law, eeoc, discrimination, harassment
May 8, 2015
Fourth Circuit Refines Analysis of Retaliation for Reporting Isolated Incidents of Harassment
Overview: In Boyer-Liberto v. Fontainebleau Corporation, the Court of Appeals for the Fourth Circuit, faced the question of whether an African-American plaintiff’s complaint, which alleged she had twice in a span of 24 hours been called a “porch monkey” and had been terminated shortly after reporting the harassment, could survive summary judgment.
Read More- Tags: harassment, employment law, title vii