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Results: 1-10 of 929

Sixth Circuit in EEOC v. Ford: sometimes showing up really is an essential function of the job
  • Porter Wright Morris & Arthur LLP
  • USA
  • April 15 2015

Almost a year ago, we wrote that a panel of the Sixth Circuit in EEOC v. Ford Motor Company, bucking the trend elsewhere, had held that an employer


Understanding the enforceability of your liquidated-damages clause
  • Porter Wright Morris & Arthur LLP
  • USA
  • February 25 2016

On Feb. 24, 2016, the Ohio Supreme Court in the case of Piketon v. Boone Coleman Constr. Inc., Slip Opinion No. 2016-Ohio-628, reaffirmed the


New “significant burden” test for pregnancy discrimination
  • Porter Wright Morris & Arthur LLP
  • USA
  • March 27 2015

Yesterday, in a 6-3 decision, the U.S. Supreme Court clarified the Pregnancy Discrimination Act (PDA) and answered the question of how to apply the


FMLA leave: sometimes, it is about putting the pieces together
  • Porter Wright Morris & Arthur LLP
  • USA
  • May 21 2015

Finding that the circumstances surrounding the plaintiff's initial absence from work and his doctor's note were enough for a reasonable jury to find


The Eleventh Circuit holds that the National Bank Act preempts state-law whistleblower claims by terminated national bank officers
  • Porter Wright Morris & Arthur LLP
  • USA
  • May 27 2015

The United States Court of Appeals for the Eleventh Circuit just recently held that an officer of a nationally-chartered bank regulated by the


Plaintiffs filing suit for design defects or inadequate warnings may carry burden of proof on reasonable foreseeability
  • Porter Wright Morris & Arthur LLP
  • USA
  • May 27 2015

On May 4, the Sixth Circuit Court of Appeals made clear a plaintiff's burden in bringing a design defect or inadequate warnings claim under the Ohio


Employer’s DNA test of employees in defecation investigation results in $2 million verdict for violating GINA while real “poopetrator” remains on the loose
  • Porter Wright Morris & Arthur LLP
  • USA
  • July 6 2015

If a recent federal court case is any sign of the times, employers should think twice before engaging in their own forensic crime scene style


More caution from the NLRB to employers with broad handbook prohibitions
  • Porter Wright Morris & Arthur LLP
  • USA
  • March 24 2015

Similar to our blog post last week on the National Labor Relations Board (NLRB) General Counsel's guidance memorandum on employee handbooks, a NLRB


Ninth Circuit decision illustrates importance of clearly designating beneficiaries under a nonqualified plan
  • Porter Wright Morris & Arthur LLP
  • USA
  • March 24 2015

In a recent blog, we discussed the importance of clearly defining who is a "participant" in a nonqualified plan and who is a former participant or


Director of human resources may be personally liable for FMLA violations
  • Porter Wright Morris & Arthur LLP
  • USA
  • March 28 2016

What an interesting and challenging time to be a human resources professional. There are the day-to-day challenges such as dealing with management