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Results: 1-10 of 103

New York employer's flex-time policy precluded holding employee accountable for tardiness
  • Fenwick & West LLP
  • USA
  • March 13 2013

Flex-time policies are fairly common among U.S. employers, and allow employees to arrive and leave work within a defined time range, instead of


Court refuses to enforce invention assignment agreement as unlawful noncompete
  • Fenwick & West LLP
  • USA
  • June 10 2009

In Applied Materials v. Advanced Micro-Fabrication Equipment Company, the federal district court for the Northern District of California refused to enforce an invention assignment clause that required former employees to assign inventions disclosed within one year of termination of employment if the invention related to work performed by the employee for the employer


Employer not required to conduct background check, and not liable to customer who was pistol-whipped by employee
  • Fenwick & West LLP
  • USA
  • July 11 2012

In Harris v. KFC U.S. Properties, Inc., a federal district court in Pennsylvania ruled that the operator of a Kentucky Fried Chicken outlet in Philadelphia was not liable to a customer who was pistol-whipped by a store clerk


Employee allowed to challenge drug test as ADA violation
  • Fenwick & West LLP
  • USA
  • June 10 2009

In Bates v. Dura Auto. Systems Inc., a federal district court in Tennessee held that a jury must decide plaintiff's claim that the employer's random drug testing program violated the ADA


California Court of Appeal significantly expands pregnancy leave rights
  • Fenwick & West LLP
  • USA
  • March 13 2013

In a case of first impression, a California Court of Appeal has applied the California Fair Employment and Housing Act ("FEHA") to significantly


Coca-Cola Company properly required employee to undergo mental examination after employee threatened co-workers
  • Fenwick & West LLP
  • USA
  • July 19 2013

In Owusu-Ansah v. The Coca-Cola Company, the employee challenged the employer's requirement that he undergo a mental examination as a condition of


Employees must be paid for on-call time while required to stay on work premises
  • Fenwick & West LLP
  • USA
  • July 19 2013

In Mendiola v. CPS Security Solutions, Inc., a California Court of Appeal ruled that security guards must be paid for time spent on-call where they


Company not required to reinstate temporary employee after FMLA leave of absence where temp agency did not request that employee be reinstated
  • Fenwick & West LLP
  • USA
  • November 15 2013

In Cuellar v. Keppel Amfels LLC, the Fifth Circuit Court of Appeals addressed the relatively novel issue of whether a company has an obligation to


No retaliation for terminating employee seven months after sexual harassment complaint
  • Fenwick & West LLP
  • USA
  • June 9 2010

In Burkhart v. American Railcar Industries Inc., the federal Eighth Circuit Court of Appeals dismissed a plaintiff's claim that she was terminated for having complained about sexual harassment seven months before her termination


Polo Ralph Lauren settles off-the-clock wage claim for $4 million
  • Fenwick & West LLP
  • USA
  • June 9 2010

In Otsuka v. Polo Ralph Lauren Corp., a federal district court in Northern California approved a $4 million class action settlement for unpaid wages