Workplace Violence

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    There is no federal law that obligates employers to adopt or follow any specific disciplinary process. In the vast majority of states, the default rule is that employment is at will, which means that the employer or the employee can terminate the employment relationship at any time and for any reason (or no reason) unless a law or agreement...

    Hot Topic
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    Workplace cyber-harassment (like other forms of cyber- harassment) may now be subject to criminal sanctions following enactment of new legislation in New Jersey. On January 22, 2014, New Jersey Governor Chris Christie signed into law a bill that criminalizes cyber-harassment. New Jersey joins a growing list of states that have made cyber-...
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    The 8th Circuit recently reversed a trial court's decision that an employee had no claim. The 8th Circuit's ruling demonstrates just how easy it can be for employees to show that an employer's reasons for a disciplinary decision were potentially pretextual (i.e., fabricated to mask unlawful discrimination). Good lawyers know that nothing is...
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    The U.S. Court of Appeals for the 8th Circuit (whose rulings apply to Missouri employers) recently ordered a trial on race discrimination claims filed under Title VII of the Civil Rights Act of 1964. The court felt a jury could conclude that the employer had treated a Caucasian employee better than an African-American employee after both workers...
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    Businesses that serve the public depend on their employees to present a positive image to the world. Customer engagement can define a company, and the well-worn phrase "The customer is always right" sometimes signals an employer that makes snap judgments after receiving a customer complaint without hearing the employee's side of it. So kudos to...
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    The Tennessee Legislature kicked off its 2014 session in January, and there has already been some interesting activity in the employment law realm. We wanted to take the opportunity to provide an update on a couple of legislative "hot topics" that may affect our readers. We will continue to keep you posted as this year's session unfolds. Guns in...
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    When an employer receives a report that an employee has engaged in misconduct, it may be reasonable for the employer to suspend the employee pending an investigation and a determination that the employee does not present a threat to the workplace, especially if there is the potential for violence. However, an employer should ensure that it...
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    Unfortunately, workplace violence is an increasingly real occurrence in the United States. The Accent Signage tragedy and subsequent litigation have brought workplace violence to the forefront for Minnesota employers and their employees, customers, and clients. Employers should implement strategies to inform employees and managers of risks and...
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    Who doesn't love a young Matthew McConaughey in A Time to Kill? Please tell me who (besides me) thinks TBS doesn't air it often enough. I think I watched it twice last weekend. To my point: We often get calls from clients asking whether they can terminate an employee for (fill in the blank). Depending on the scenario, the answer can get...
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    The U.S. Court of Appeals for the 8th Circuit (whose rulings apply to all Iowa employers) recently reversed a trial court's decision that an employee had no claim. The 8th Circuit's ruling demonstrates just how easy it can be for employees to show that an employer's reasons for a disciplinary decision were potentially pretextual (i.e., fabricated...
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