Posts tagged Performance Improvement Plans.
Over the course of the last year, employers have faced increased claims from employees testing what constitutes an actionable adverse action under the anti-discrimination provision of Title VII of the Civil Rights Act of 1964 (“Title VII”). Emboldened by the Supreme Court’s decision in Muldrow v. City of St. Louis, 601 U.S. 346 (2024), employees have alleged that common employment practices from performance improvement plans (“PIPs”) to negative performance reviews left them “worse off,” and thus, constitute actionable adverse employment actions under Title VII. These claims have caused many employers to reconsider their past practices and policies.
Topics/Tags
Select- Labor & Employment Law
- Employment Law
- Social Media
- Employer Policies
- Employment Litigation
- Employer Rules
- Labor Law
- Wage & Hour
- Discrimination
- EEOC
- Department of Labor
- Americans with Disabilities Act
- Coronavirus
- Artificial Intelligence
- Worker Classification
- NLRB
- Pregnancy Discrimination
- Title VII
- OSHA
- Workplace Violence
- Non-Compete Agreements
- Compliance
- Reasonable Accommodation
- Religion Discrimination
- Harassment
- FLSA
- Department of Justice
- Supreme Court
- National Labor Relations Board
- NLRA
- Privacy
- Employee Benefits and Executive Compensation
- Diversity
- Arbitration
- FMLA
- Federal Trade Commission
- Performance Improvement Plans
- Workplace Accommodations
- Overtime Pay
- Department of Homeland Security
- Immigration and Customs Enforcement
- Foreign Nationals
- Immigration and Nationality Act
- Inclusion
- LGBTQ+
- Litigation
- IRS
- Medical Marijuana
- Disability Discrimination
- Retirement
- National Labor Relations Act
- Accommodation
- Sexual Orientation Discrimination
- Race Discrimination
- Employer Handbook
- ERISA
- ADAAA
- Unions
- Medical Cannabis Dispensaries
- ACA
- Affordable Car Act
- Technology
- Whistleblower
- Sexual Harassment
- United States Supreme Court
- Federal Arbitration Act
- Transgender Issues
- Disability
- 401(k)
- Employment Settlement Agreements
- Sixth Circuit
- Equal Employment Opportunity Commission
- Fair Labor Standards Act
- Benefits
- Class Action Litigation
- Disability Law
- Gender Identity Discrimination
- Paycheck Protection Program
- Posting Requirements
- E-Discovery
- Evidence
- Securities Law
- Environmental Law
- Family and Medical Leave Act
- Health Savings Account
- Preventive Care Benefits
- Privacy Laws
- SECURE Act
- US Department of Labor Employee Benefits Security Administration
- Representative Election Regulations
- Healthcare Reform
- Older Workers' Benefit Protection Act (OWBPA)
- Affirmative Action
- Electronically Stored Information
- Equal Opportunity Clause
- Telecommuting
- Compensable Time
- Occupational Safety and Health Administration
- Security Screening
- E-Discovery Case Law
- Electronic Data Discovery
- ESI
- Attendance Policy
- Return to Work
- Seniority Rights
- Unemployment Insurance Integrity Act
- American Medical Association
- Classification
- Confidentiality
- Disability Leave
- Equal Pay
- Fair Minimum Wage
- Federal Minimum Wage
- Genetic Information Discrimination
- Media Policy
- Misclassification
- National Origin Discrimination
- Retaliation
- Social Media Content
- State Minimum Wage
- Wage Increase
- Employment Incentives
- HIRE Act
- Social Security Tax
- Taxation
- Antitrust
Recent Posts
- No Free Delivery: Misclassification Comes at a Price
- One Tweet Away From Trouble: Social Media at Work
- Outsourcing Hiring Won’t Outsource Risk: Implications for Employers Using AI in Hiring
- No Intent, No Liability: Sixth Circuit Narrows Employer Liability for Third-Party Harassment
- AI in Hiring: The Promise, the Pitfalls, and the Response
- Two Big Beautiful Tax Deductions: What Employers Need to Know
- OSHA’s Updated Inspection Program: What Employers Should Know and Expect
- SCOTUS Lowers Bar for Reverse Discrimination Claims
- Revisiting ADA Compliance: Lessons from a Recent Court Decision
- Federal Court Strikes Down Part of EEOC Rule Requiring Accommodations for Elective Abortion Under the PWFA