Compliance
Company’s inability to explain one manager’s firing over another keeps FMLA claim alive
A plant manager in Northville, Michigan, brought a retaliation claim under the Family and Medical Leave Act, and the court held that the case can proceed because the company did not provide an objective reason for firing him while retaining another manager with similar duties during the reduction in force.
This week in 5 numbers: The right personality could make up for a skills gap
Williams-Sonoma invests $10 million one-time to reward employees, EY invests $100 million to reward skill upgraders; survey shows 86% of hiring decision-makers believe personality can bridge skill gaps.
4th Circuit backs worker who cited the Bible in abstaining from COVID vaccine policy
The U.S. Court of Appeals for the Fourth Circuit ruled on Monday that the federal district court erred in handling a religious discrimination lawsuit brought by an Essity employee who cited the Bible in refusing the COVID-19 vaccine. The court determined that the employee's objection was religious in nature and that a jury could find the refusal was motivated by mixed reasons. The case is remanded for further proceedings to determine whether Essity's undue hardship defense holds.
Cotopaxi repays workers at Taiwan mills for predatory recruitment fees
In its ESG report released in April 2025, Cotopaxi disclosed that it has compensated workers for the portion of predatory recruitment fees related to its production at two fabric factories in Taiwan. The issue was identified in 2024, and the brand subsequently worked with organizations such as the American Apparel & Footwear Association and the Fair Labor Association on remediation, stating that no other signs of forced labor were found in broader monitoring.
Former Golden State Warriors employees allege retaliation for engagement survey responses
Two former Golden State Warriors female employees over the age of 40 filed a lawsuit against the team on August 25 in San Francisco Superior Court, alleging age, gender, and gender identity discrimination, harassment, and retaliation. They claim they were terminated within six months after submitting critical feedback in a 2025 NBA-wide employee satisfaction survey. The Warriors responded that the allegations are "false, misleading, and lack credible evidence," and stated they will vigorously defend against the claims.
Manager who demanded doctor’s note on New Year’s Eve was not reasonable, EEOC says
The U.S. Equal Employment Opportunity Commission (EEOC) on Monday accused Family Dollar Stores of North Carolina of discriminating against a pregnant employee. The employee was terminated for requesting leave on New Year's Eve 2024 but being unable to provide a doctor's note immediately. The EEOC stated that under the Pregnant Workers Fairness Act (PWFA), employers must consider the reasonableness of requests for medical documentation.
Worker fired shortly after turning 60 sues for age bias
A former Southern Company Services employee, terminated shortly after turning 60, has filed a lawsuit alleging age discrimination and interference with Family and Medical Leave Act rights. The complaint states that supervisors made ageist remarks, HR took no action, and the company terminated the employee the day after approving leave.
Settled: 8 lawsuits that ended in payouts in August
In the compliance field, lawsuits sometimes last for years, and sometimes the parties reach an agreement (often with the defendant not admitting liability) to conclude cases more quickly. This month, HR Dive reported on eight lawsuits that ended in settlement compensation, including cases where Kroger was suspected of discriminating against an employee with nerve damage from cancer treatment, and Pearson Education's platform had insufficient accessibility for employees with visual impairments.
After employees complete compliance training, can they truly apply what they learned at critical moments?
Go1 surveyed 313 U.S. compliance, legal, and risk professionals and 312 HR, human capital, and learning and development (L&D) leaders, and conducted scenario assessments of 320 employees who completed employer compliance training within the past 12 months. Results show that about 90% of compliance leaders and 96% of HR/L&D leaders have confidence in employees' ability to apply their training, but employees scored an average of only 64.5%. Employees performed well when rules were clear, but performance varied in situations requiring judgment. Although most organizations reinforce training, only a few use it as a primary method. About one-third of leaders plan to invest in post-training reinforcement, and 27% plan to invest in scenario-based learning. Experts recommend shifting from completion to readiness, enhancing employees' practical application skills through practice, reinforcement, and manager support.
White Employees Partially Win Reverse Discrimination Lawsuit Against Polling Firm
Former white employees of a Pennsylvania polling firm filed a lawsuit alleging racial discrimination, retaliation, and a hostile work environment, and a federal judge ruled on August 24 that some claims could proceed. The court found that the plaintiffs' allegations showed 'racial hostility was institutionalized, pervasive, and endorsed by leadership.'