Joan S. Farrell, JD, is a Senior Legal Editor for BLR’s human resources and employment law publications. Ms. Farrell writes extensively on the topics of workplace discrimination, unlawful harassment, retaliation, and reasonable accommodation. She is the editor of the ADA compliance manual—ADA Compliance: Practical Solutions for HR. Before coming to BLR, Ms. Farrell worked as in-house counsel for a multistate employer where she represented management in administrative matters and provided counseling on employment practices.
Interview: See Joan’s interview with the Illinois State Register-Journal on social media and sexual harassment.
Video: Watch Joan's recent video on the ADA and employee discipline.
On March 7, 2108, the 6th Circuit Court of Appeals—which covers Kentucky, Michigan, Ohio, and Tennessee—granted summary judgment to the Equal Employment Opportunity Commission (EEOC) on its claim that a former employee of a funeral home in Michigan was fired from her job because of her transgender status in violation of Title VII of the Civil Rights Act of 1964.
Valentine’s Day is here and as most people know, falling in love is simply wonderful. Falling out of love? Not so much. And when romantic relationships happen in the workplace, employers need to be sure they’ve taken steps to keep romance from becoming a legal liability.
Decisions by the National Labor Relations Board (NLRB) are often thought of in the context of unions, but the NLRB’s decisions can affect all employers because of the federal law it enforces. Recently, the NLRB issued several decisions that reversed or significantly changed its stance on employer policies and work rules, the makeup of bargaining units, and joint employment relationships. The decisions occurred during a short window of time in which Republican board members held a 3-2 majority over Democratic members.
Complaints of sexual harassment and sexual misconduct have dominated the news recently with allegations ranging from sexual threats, to groping, to sexual assault.
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