Imagine you work for an employer covered by the Americans with Disabilities Act of 1990 (ADA). Due to your ADA-recognized disability, you need to take certain medications at work and avoid certain job duties as ordered by your doctor. Despite the fact that your medication requirement or job duties restriction can be reasonably accommodated by […]
In Parts 1 and 2 of our series of blog posts discussing the Equal Employment Opportunity Commission’s (EEOC) Enforcement Guidance on workplace retaliation, we discussed promising practices that employees can use as a framework for determining whether retaliation has taken place and what constitutes a protected activity. Assuming an employee is the victim of retaliation
EEOC Issues Updated Retaliation Guidance, Part 3: Proving Retaliation Read More »
We first discussed the newly released retaliation Enforcement Guidance issued by the Equal Employment Opportunity Commission (EEOC) in our blog post titled “EEOC Issues Updated Guidance on Workplace Retaliation.” However, due to the comprehensive nature of this Enforcement Guidance, we were only able to discuss the subject of promising practices, which was one of many
EEOC Issues Updated Retaliation Guidance, Part 2: What Constitutes a Protected Activity? Read More »
Over the next four blogs, we will provide an overview of the key elements of the EEOC’s recently released Enforcement Guidance on Retaliation and Related Issues. Today, we begin with an overview of retaliation and an explanation of the EEOC’s suggested “protected practices.” Retaliation in the workplace is widespread and forms the most frequently cited
EEOC Issues Updated Guidance on Workplace Retaliation; Suggests Protected Practices Read More »
Asking a co-worker what he or she earns is generally considered an office faux pas. But in some situations, it may be the only way an employee can figure out what might be fair pay for that organization or company. But why would an employee, especially a female one, worry whether she is getting paid
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How to Document Workplace Discrimination Workplace discrimination complaints have surged nearly 9% since 2020, according to the latest data. Whatever form that discrimination takes, documenting instances of it can be vital to: Proving that workplace discrimination happened Establishing patterns of behavior or failures to intervene Helping the targets of workplace discrimination start to turn
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Samantha Vanterpool Rucker Senior Attorney General Litigation & Federal Sector Labor & Employment Law Samantha Vanterpool Rucker Samantha Vanterpool Rucker is a Senior Attorney in the General Litigation Group at the Spiggle Law Firm. Education : George Mason University – B.A. (1992), magna cum laude University of Maryland School of Law, Juris Doctor (1996), (Editor,
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Francisco E. Mundaca Managing Partner Labor & Employment Law – Commercial Litigation – Criminal Defense Francisco E. Mundaca Francisco Mundaca is the Managing Partner at The Spiggle Law Firm (TSLF). He is responsible for the supervision of all attorneys, paralegals, and legal support staff. Francisco also leads the Firm’s Trial Committee and is the firm’s
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PRIVACY POLICY & TERMS OF SERVICE 1. Overview The Spiggle Law Firm (“we,” “us,” and “our”) respects your privacy and is committed to protecting it through compliance with this Privacy Policy (“Privacy Policy”). This Privacy Policy describes how we collect and use your Personal Information when you visit our website at https://spigglelaw.com or otherwise use
Alexandria Racial Discrimination Lawyer Racial Discrimination Lawyer in Alexandria, VA A Brief Summary of the Following Article The Spiggle Law Firm in Alexandria, Virginia, focuses on fighting workplace racial discrimination, offering legal support to individuals who have been unjustly treated based on race, ethnicity, color, or national origin. Common forms of workplace racial discrimination include
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