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Employment Law Case Studies
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Flashcards
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A case involving gender discrimination in promotion practices.
The employer was found guilty of gender discrimination, leading to revised promotion policies that enforce equal opportunity regardless of gender.
A litigation on unpaid overtime wages under the Fair Labor Standards Act (FLSA).
The court ruled in favor of the employees for back pay, and HR policies had to be updated to ensure proper classification of employees and accurate tracking of hours.
A wrongful termination case related to the Americans with Disabilities Act (ADA).
The employer lost the case, which resulted in the implementation of accommodations for employees with disabilities and training on ADA compliance for management.
A dispute over the enforcement of non-compete agreements.
The court ruled that the non-compete agreement was overly broad and unenforceable, leading to HR revising their contracts to comply with relevant state laws.
Case of retaliation against an employee whistleblower.
The employee was awarded damages for retaliation, prompting HR to enhance whistleblower protections and anti-retaliation training programs.
An age discrimination lawsuit concerning the Age Discrimination in Employment Act (ADEA).
The verdict was for the plaintiff, leading to the overhaul of hiring and termination practices to prevent age bias.
A class-action suit regarding sexual harassment in the workplace.
The company settled the lawsuit and as a result, implemented mandatory sexual harassment training and established a clearer reporting process.
The legality of mandatory employee arbitration agreements was challenged.
The Supreme Court upheld the enforceability of arbitration agreements, leading HR to include such clauses in employment contracts more frequently.
A claim of racial discrimination in the firing of an employee.
The employer was found liable for racial discrimination, resulting in increased diversity training and the adoption of stricter anti-discrimination policies.
Case on employee misclassification as independent contractors.
The ruling indicated misclassification, and the company faced penalties. HR policies were updated to better define employee versus contractor roles.
Lawsuit over denial of Family and Medical Leave Act (FMLA) rights.
The employer was found non-compliant with FMLA, leading to policy changes to guarantee family and medical leave rights for eligible employees.
Dispute over the enforcement of employee handbook policies.
The court deemed the handbook as an implied contract, resulting in HR being more deliberate in wording and updating the employee handbook.
Case about the violation of minimum wage laws.
The employer had to pay fines and back wages for violating minimum wage laws, leading to a review and adjustment of all wage policies to ensure compliance.
A legal challenge to the company's vacation leave policy.
The policy was found discriminatory, prompting HR to develop a more equitable vacation policy for all employees.
A lawsuit involving the breach of confidentiality agreements by employees.
The employer won, affirming the confidentiality agreement. HR bolstered data security policies and employee confidentiality training.
A court case about employer monitoring of employee communications.
The court ruled in favor of the employer's right to monitor, but HR implemented clear communication monitoring policies to maintain transparency.
Dispute over employee benefits and the Employee Retirement Income Security Act (ERISA).
Following a ruling that the employer violated ERISA, HR had to restructure benefit plans to ensure full compliance with the act.
Complaint about the lack of accommodation for religious practices in the workplace.
Employer was deemed to not have provided reasonable accommodation, leading to a revised policy that respects religious accommodations.
An employee's claim of unequal pay for equal work under the Equal Pay Act.
The employer was ordered to adjust wages and compensate for back pay, and as a result, conducted a pay audit to rectify any disparities.
Concerns over workplace safety violations of the Occupational Safety and Health Act (OSHA).
The company faced penalties for OSHA violations, prompting a review and enhancement of workplace safety protocols.
Case of employee termination after reporting illegal activity (qui tam lawsuit).
The termination was considered retaliatory, and HR had to introduce compliance programs to protect against retaliation for whistleblowing.
Dispute arising from the violation of the National Labor Relations Act (NLRA) regarding union activities.
The employer was found to hamper union activities unlawfully, leading to revised HR policies ensuring labor rights and union freedoms.
A claim on employee misclassification leading to denied overtime under state law.
The company was ordered to pay unpaid overtime, causing an HR review of role classification and state law compliance on wage and hour regulations.
Lawsuit for not providing breaks as required by state labor laws.
The employer faced fines for not complying with break regulations, resulting in HR adjusting scheduling policies to ensure mandatory breaks are provided.
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