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November 2016 Archives

Gracia v. SigmaTron Int'l, Inc., No. 15-3311 (7th Cir. Nov. 29, 2016)

The Seventh Circuit affirms a jury award of $50,000 compensatory and $250,000 punitive damages in a Title VII retaliation case. The jury could have found, based on conflicting testimony, that the employer fired the plaintiff just two weeks after she filed an EEOC sex-harassment charge, based on an unsubstantiated complaint - reported by the alleged harasser himself - of a minor work-rule violation.

Fitness Trackers in the Workplace: A Risk for Employees?

So-called "wearables," such as fitness trackers, are becoming more and more ubiquitous every day. It's easy to see why. They count our steps, monitor our heart rate, measure the quality of our sleep, and we can use that information to improve our health.

Illinois' New Sick Leave Law - A Mixed Bag for Illinois Workers

Illinois recently enacted legislation purportedly giving workers across the state greater flexibility when using their sick leave benefits. The Illinois Employee Sick Leave Act, which takes effect on January 1, 2017, is a noble attempt to balance people's family caregiving duties with their job responsibilities, but to many, its protections don't go far enough.

Former Employees Believe Wells Fargo Used FINRA Forms and Firings to Retaliate Against Them

News that Wells Fargo opened more than two million unauthorized deposit and credit card accounts has filled the headlines over the past few months. While there is no question that the customers were harmed by the bank's unlawful sales practices, other victims have had their lives and livelihoods turned upside down in the scandal - innocent Wells Fargo workers who claim the bank used regulatory filings and other tactics as retaliation, jeopardizing their careers.

DeJesus v. WP Co. LLC, No. 15-7126 (D.C. Cir. Nov. 15, 2016)

The D.C. Circuit holds that even facially benign statements about an employee - in a given context - can constitute evidence of discriminatory intent. The panel finds that a supervisor's alleged compliment to a Black employee for "speaking well," and later telling the same employee that he was not a "good fit" for the organization, might be evidence of racial stigmatizing. It also discusses that an employer's "honest belief" must also be reasonable under the circumstances.

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