When an employee leaves, most employers focus on the logistics: returning equipment, revoking access, and wrapping up final pay. But for many organizations, there is a critical step that too often gets skipped: a forensic review of the departing employee’s computer and electronic devices. Depending on the nature
As a reminder, the Age Discrimination and Employment Act (ADEA) prohibits employers from retaliating against applicants or employees who oppose age discrimination, file a charge of discrimination under the statute, or testify, assist, or participate an investigation or proceeding under the ADEA.
On March 6, 2026, the U.S. District Court for the District of Colorado
At some point, every employer will need to investigate an employee’s complaint. An investigation is an important tool that employers can use to fix a workplace problem and minimize liability. Or, an investigation can create extra risk for employers over and above the risk of the original workplace issue. That extra risk arises when an
The era of #MeToo has caused employers to hyper-focus on harassment claims. They have fine-tuned their policies, investigated claims more carefully, and acted swiftly and sometimes even in a draconian fashion upon finding any level of harassment. In most situations, these actions can effectively eliminate an employee’s viable claims of harassment. We are seeing this
Lest you think that no one can win a hostile work environment claim, we have some positive news from the Second Circuit. In Russell v. New York University, et al., the court issued a summary order (which does not have precedential effect but is citable) affirming a summary judgment order in favor of
Employees who sue their employers must disclose that lawsuit if they file for bankruptcy—right? Maybe not. In Slater v. U.S. Steel Corp., the Eleventh Circuit overruled prior precedent and impaired a valuable defense for early dismissal or settlement with bankrupt plaintiffs. This decision will affect strategy for employers that face litigation from bankrupt plaintiffs.
Don’t listen to all the doubters – HR truly can save the day.
A recent federal court decision from the Western District of Tennessee illustrates the point again: prompt and appropriate investigation of a sexual harassment complaint can prevent employer liability.
In Equal Employment Opportunity Commission v. Autozone, Inc. and Autozoners, LLC
A recent ruling from a Tennessee appeals court reinforces that a prompt and reasonable investigation can help save an employer from liability in response to sexual harassment charges.
In a July 30, 2015 opinion, the Tennessee Court of Appeals affirmed the grant of summary judgment to an employer in Patricia Bazemore’s sexual harassment, hostile work