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Corporate Counsel › Pregnancy Discrimination › Disability Discrimination

Constangy, Brooks, Smith & Prophete, LLP

“If we do it for you, we’ll have to do it for everybody”: 4 worst practices for employers

Constangy, Brooks, Smith & Prophete, LLP on

Accommodate, accommodate, accommodate! I started practicing law two years before Congress enacted the Americans with Disabilities Act (1990), and four years before it took effect (1992 for larger employers, 1994 for smaller...more

Orrick - Employment Law and Litigation

Back To The Drawing Board: Tenth Circuit Denies EEOC Subpoena Request Seeking To Expand Individual Charge Into Pattern-or-Practice...

Orrick - Employment Law and Litigation on

“[A] single discriminatory act does not, by itself, warrant a broader patter-or-practice investigation.” That was the conclusion the Tenth Circuit reached recently when it affirmed a federal district court’s denial of an EEOC...more

Foley & Lardner LLP

Federal Court Shoots Down EEOC Subpoena

Foley & Lardner LLP on

Employers facing Equal Employment Opportunity Commission (EEOC) charge investigations may find themselves on the receiving end of overly broad, unduly burdensome and/or irrelevant information requests from the EEOC. If an...more

Seyfarth Shaw LLP

No Subpoena For You! – Tenth Circuit Says EEOC’s Subpoena Out Of Line

Seyfarth Shaw LLP on

Seyfarth Synopsis: The U.S. Court of Appeals for the Tenth Circuit recently held that a district court did not abuse its discretion when it declined to enforce a far-reaching EEOC administrative subpoena relating to one...more

Constangy, Brooks, Smith & Prophete, LLP

A Reader Asks: “Is It Me, Or Has Job Interviewing Become Really Complicated?”

Constangy, Brooks, Smith & Prophete, LLP on

Last week, I wrote about the two situations in which an employer should ask an applicant about a disability or a religious belief or practice that might require reasonable accommodation. (As I emphasized last week, 99 percent...more

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