While normally we’re blogging about the liability that social media can cause employers, in a turn of events, Facebook worked in an employer’s favor late last week. In Snay v. Gulliver, a Florida Court of Appeals case, the court found that the plaintiff, a former headmaster at Gulliver Schools, Inc., had violated a material term of the non-disclosure clause of his settlement agreement when he disclosed to his daughter (who later posted on Facebook) that he had settled his age discrimination case against the School and was happy with the result.
In a letter dated February 27, 2014, the U.S. Department of Labor issued an eight-page discussion of a fact-finding review prompted by incidents occurring in the spring of 2013 surrounding the state’s Unemployment Compensation appeals process. The letter, which is available here, provided five recommendations:
In a recent survey, blog readers indicated that they would be interested in hearing more about USERRA and cases regarding the application of the statute. The Uniformed Services Employment and Reemployment Rights Act (“USERRA”) provides a number of prescribed benefits to service men and women as applied to employment, and re-employment upon competition of military service. Yesterday, February 27, 2014, the Eight Circuit ruled on an appeal from the United States District Court for the Eastern District of Arkansas finding that a former-employee had stated a sufficient claim to bring the question of whether a USERRA violation had occurred before a jury.
A recent question from a blog reader regarding GINA’s application to third-party health reviews led us to this post which we hope will shed light on the appropriate and inappropriate questions that can be asked during employer-sponsored or employer-required health evaluations. This post ties in with our recent discussions regarding EEOC enforcement efforts which can be found here and here.