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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


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


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


Iowa employee lawfully terminated for absences after failing to notify employer of need for FMLA leave
  • Fenwick & West LLP
  • USA
  • March 13 2013

In Bosley v. Cargill Meat Solutions, Tanya Bosley worked for Cargill for several years. During that time, she missed work on occasion and called in


Massachusetts employee did not violate non-solicitation provision by posting new contact information on LinkedIn
  • Fenwick & West LLP
  • USA
  • November 15 2013

In KNF&T Staffing v. Muller, a staffing agency in Boston sought injunctive relief against a former employee over alleged violation of a


Inability to work more than eight hours a day or 40 hours a week not ADA disability
  • Fenwick & West LLP
  • USA
  • March 13 2012

In Boitnott v. Corning Inc., the federal Fourth Circuit Courts of Appeal (covering Virginia) held that a worker able to work eight hours in a day and 40 hours a week was not disabled under the ADA


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


Employee discharged after stroke allowed to pursue disability and age discrimination claims
  • Fenwick & West LLP
  • USA
  • November 10 2010

In Sandell v Taylor-Lustig, Inc., Robert Sandell was hired as vice president of sales in 2004


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


$168 million jury award to hospital employee for alleged sexual harassment
  • Fenwick & West LLP
  • USA
  • March 13 2012

On February 29, a federal jury in Sacramento, CA awarded almost $168 million in damages to the plaintiff in Chopourian v. Catholic Healthcare West