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A second county employee has filed a claim with the Equal Employment Opportunity Commission and plans to file suit against Montgomery County claiming Montgomery County Commissioner James Noack discriminated against her due to her age.

On August 29, 2017, a Parzivand Law Firm client received a landmark decision from the Administrative Review Board of the Department of Labor. The client had worked on Bagram Air Base in Afghanistan and was allegedly terminated in retaliation for reporting fraudulent activities of his company.

The EEOC issued the following guidance on December 14, 2016 for employees and applicants with mental health conditions entitled “Depression, PTSD, & Other Mental Health Conditions in the Workplace: Your Legal Rights” Excerpts of the guidance are quoted below.

The ADA was established to ensure that individuals with disabilities are not discriminated against. The ADA does not specifically list out disabilities that are covered; instead the ADA defines disability as, “a physical or mental impairment that substantially limits one or more major life activities…” The ADA also prohibits discrimination based on perceived disabilities that are thought to impair a person’s ability.

Montgomery County Precinct 3 Commissioner James Noack denied accusations that he discriminated against former female employees stating several could not meet his expectations and accountability standards, which led to their terminations or resignations from his office.

In Speed v. Wes Health System, a Pennsylvania Plaintiff survived dismissal of her suit for retaliatory discharge after she defended herself against a coworker who allegedly sexually harassed her for thirteen months. The employer Wes Health System (“WES”) fired both the harasser and Speed after she struck the harasser on the side of his face when he touched her leg a second time right after she warned him that she would defend herself after the first time.

In Miller v. Johnson & Johnson, a Florida case, Miller successfully brought a claim under the Fair Credit Reporting Act (FCRA) against his prospective employer. The Fair Credit Reporting Act is intended to provide prospective employees protection from false information found in their criminal background reports.

On December 11, 2014 the National Labor Relations Board (NLRB) issued a ruling allowing employees use of their employer’s email system during nonworking time for statutorily protected communications under Section 7 of the National Labor Relations Act (NLRA). As a result, many employees are now eligible to complain about their work conditions to each other via e-mail with legal protection.

In 2011, Jane Harris, a resale buyer working with Ford Motor Company (“Ford”), filed a complaint with the U.S. Equal Employment Opportunity Commission (“EEOC”) alleging that the companies’ denial of her request to work from home (telework)...

On June 26, the Fourteenth Court of Appeals issued a ruling enforcing a non-compete agreement between a court reporting services company and its former employee, Martha Rodriguez.