A motor carrier in Missouri has been ordered to pay a former employee back wages and damages of $100,994.24. A Occupational Safety and Health Administration investigation showed that the truck driver suffered a work-related back injury in October of 2008 and notified supervisors at the trucking company that he was seeking medical attention for the condition. Later on, the employer allegedly blacklisted the man when he attempted to find work elsewhere.
A former Christian County Judicial Center employee has reportedly filed suit because he allegedly never received his final paycheck after being fired in Aug. 2012. He also alleges that, when he went to collect his final paycheck and turn in the county property he still had in his possession, the deputy he spoke to refused to give him a copy of a signed log listing all of the equipment returned. The suit then alleges that, when the employee attempted to leave with the paperwork, the deputy assaulted him. The man says that the deputy 'attempted to put him in a chokehold" as he was leaving the building.
The National Women's Law Center recently filed a formal complaint with the U.S. Department of Education that offers valuable insights for working mothers-to-be. Although arising in an educational context, the case has many aspects that are closely analogous to employment discrimination disputes. The complaint involves a woman who was attending a Missouri chiropractic school during a difficult pregnancy that terminated with a Caesarean section delivery. Associated medical complications apparently caused her to be unable to attend several class meetings and submit assignments on time.
Missouri employees may be interested in a new announcement by the Occupational Safety and Health Administration. The federal agency announced on Dec. 5 that whistleblowers will now be able to reach out online to OSHA investigators about potential workplace violations. OSHA says the new system for filing online complaints will provide whistleblowers with another form of communication that preserves their employee rights and protects them from retaliation.
Older workers in Missouri and around the country may be targeted by companies seeking to cut their budgets, according to one attorney experienced in employment law, and this is being reflected in an increasing amount of litigation. The federal Equal Employment Opportunity Commission reported 24,000 age discrimination claims for 2012. Age by itself is not a legal justification for businesses looking to rid themselves of senior employees in favor of less expensive hires.
Employees who are released from a job for any reason often hope to be treated fairly by former job supervisors when it comes to references. The fact is, there are few federal or Missouri-specific laws in place that prevent employers from telling the truth about what they know about a former employee, no matter how damaging it may be to the employee's future chances of finding a new job.
Kansas City residents may have heard that protests over fair wages are being held across the country at metropolitan Walmart stores in cities like Chicago, Dallas, Los Angeles and Sacramento. Employees and labor unions are firmly requesting the company to provide a wage of at least $25,000 annually and more full-time positions. Protesters have also alleged that the company has violated their employee rights by illegally retaliating against workers involved in the protests.
Missouri is home to many hotels in Kansas City, Branson and other tourist destinations, so local hospitality corporations may want to take note of the $100,000 settlement paid out for a religious discrimination lawsuit brought on by the Equal Employment Opportunity Commission. A Muslim woman hired to be a housekeeper at the MCM Elegante Hotel in Albuquerque was reportedly told that she would not be allowed to work while wearing her religion's required head covering. The EEOC lawsuit claimed that she was fired when she refused to follow that directive.
People seeking jobs in Kansas might be interested in knowing more about what is permissible concerning employee background checks. Experts on labor and employment law say there are some instances in which employers routinely violate clear guidelines on what is allowed. The federal rules are there to prevent employment discrimination. The Equal Employment Opportunity Commission is the agency responsible for enforcing federal discrimination laws. Several lawyers with expertise in that area gave clarification of the law at a Nov. 7 American Bar Association meeting. An EEOC lawyer said the enforcement guidelines allow using criminal background checks on employees and prospective employees. However, it doesn't allow using someone's prior arrest record in a discriminatory way. Nevertheless, employers often violate the law by ignoring EEOC guidance that prohibits using arrest records when making hiring decisions, a lawyer with a community legal services firm told attendees.
The former building commissioner of a town in Missouri filed a lawsuit against the town, claiming that she was wrongfully terminated from her job because of gender discrimination and as retaliation for acting as a whistleblower on some problems related to construction. The federal suit alleging the violations of her employee rights seeks reinstatement of her job, back pay, compensation for emotional damages and punitive damages in the amount of $2 million.