Get a sneek peek of Tuesday's program! Magistrate Judge Dinsmore shares his top best practice tip for federal settlement conferences.

On February 17, 2017, the Seventh Circuit in Roake v. Forest Preserve District of Cook County, et al, affirmed dismissal of a police officer’s claims under the First and Fourteenth Amendments.

On February 8, 2017, Indiana's Supreme Court decided a question of statutory interpretation involving the termination of the Superintendent of the City of Lawrence Utilities. The Mayor of Lawrence unilaterally terminated the Superintendent without going through the Board of Utilities, and without providing notice and a hearing.

This quick video discusses three different non-exclusive strategies for drafting policies to cover jurisdictions with different rules.

According to Wolters Kluwer, an employer must pay $325,000 in compensatory and punitive damages for retroactively canceling a fired sales manager’s last month of healthcare coverage while his wife was receiving cancer treatments, held the Eleventh Circuit in an unpublished decision, upholding a jury verdict.

Workers with criminal records in low-skilled, white-collar jobs are generally no more likely to be fired than other employees, with one exception, according to a study by researchers at Northwestern University.

The Seventh Circuit, in Gracia v. Sigmatron International, Inc., 2016 WL 6958643 (7th Cir. Nov. 29, 2016), affirmed a jury’s verdict in favor of an employee on her claim of retaliation. Maria Gracia sued her employer alleging sexual harassment and retaliation.

Under the Americans with Disabilities Act, employers are only required to reasonably accommodate known physical or mental limitations of an employee with a disability. It would be otherwise unfair to expect an employer to accommodate disabilities of which it is wholly unaware.

In a recent Fourth Circuit opinion, the court saw through Plaintiff’s request for FMLA leave for his one scheduled shift during his 20-day globetrotting vacation, upholding his discharge for FMLA abuse.

This past Thursday, the White House and the EEOC announced the proposal to collect pay data through the EEO-1 reporting process will proceed.