Labor and Employment Law

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By the Kean Miller Labor & Employment team Many clients, friends and neighbors are now faced with serious and unanticipated storm-related decisions regarding the interruption/closure of businesses and issues related to their employees. Employers will encounter individualized issues, but we provide the following checklist of some general considerations for employers who face business interruptions and closures.
Continue Reading Checklist of Employment Considerations in the Aftermath of Hurricane Katrina

Per its website at http://www.laed.uscourts.gov, the United States District Court for the Eastern District of Louisiana has closed until further notice, and has suspended “all deadlines and delays in matters pending before this court…until ordered otherwise.”

The EEOC’s most recent effort is an outreach program called the Youth @ Work Initiative which began in September of 2004. This is a national initiative designed to educate young/teenage employees and employers who hire teenagers. The EEOC hopes through its efforts to educate young employees about the illegality of discrimination and harassment based on sex, race, religion, national origin, or disability.
Continue Reading Youth @ Work Initiative from the EEOC

A plaintiff’s decision to quit her job is within her discretion. But the Supreme Court, in Pennsylvania State Police v. Suders, 124 S.Ct. 2342 (2004), determined that a plaintiff who quits her job after being sexually harassed by her supervisor may be able to benefit in her lawsuit from her unilateral decision.
Continue Reading Constructive Discharge May Be Considered “Tangible Employment Action” in Supervisor-Harassment Cases

In Jefferson City, Missouri, three people were killed by a plant worker at a manufacturing plant in 2003. In March 1998, four state lottery executives were killed by a Connecticut lottery accountant. In 1986, a part-time letter carrier facing dismissal walked into the post office where he worked and shot 14 people to death before killing himself. What are these event examples of?
Continue Reading Recognizing a Duty to Prevent Workplace Violence

Most employer discrimination, harassment or retaliation policies contain a clause that requires an employee who believes that he is being discriminated, harassed or retaliated against to report the incident to his immediate supervisor and/or an upper level manager, including a human resource representative. But do these managers and supervisors know what to do when an employee complains to them about such conduct?
Continue Reading Employers Must Remind Managers to Properly Respond to Internal Complaints

In-house counsel who are employed in Louisiana but are not licensed to practice law here have until July 1, 2005 to file an application for limited licensure to practice under the Louisiana Supreme Court’s new In-House Counsel Rule.
Continue Reading Louisiana In-House Counsel Rule Deadline Approaching

In 1997, the Louisiana Legislature passed the Louisiana Employment Discrimination Law, La. R.S. 23:301, et seq., “LEDL.” Prior to 1997, Louisiana’s various discrimination statutes were non-uniform and scattered throughout the revised statutes. The LEDL repealed and reenacted many of Louisiana’s employment discrimination statutes as part of a single, comprehensive piece of legislation found in one Title of the Revised Statutes.
Continue Reading Louisiana Employment Discrimination Law (LEDL)