Is Your Boss that is Sexually Harassing You Really Your Boss Under Title VII?

The news on the issue of sexual harassment is prevalent today and government bodies are enacting new laws affording additional protections and companies are reevaluating their policies, procedures, and best practices.  The common understanding is that if a supervisor is the perpetrator of sexual harassment, then actual notice of the offending acts is imputed on the employer.  However, what qualifies a person as a true manager or supervisor under Title VII of the Civil Rights Act of 1964?  This … [Read more...]

Religious Discrimination in the Workplace

There are various forms of religious discrimination in the workplace. If you have been denied work or a promotion, harassed at work, or denied an accommodation at work because of your religious beliefs or practices, or because of your lack of certain religious beliefs you may have recourse. Title VII of the Civil Rights Act of 1964 (Title VII) prohibits employers from discriminatory conduct in the work place on basis of religion or spiritual faith. With respect to religion, the EEOC sets out … [Read more...]

Two Federal Circuits Recognize Sexual Orientation as Discrimination Under Title VII

Our firm had the privilege of representing a client in a federal lawsuit alleging gender based discrimination on account of his sexual orientation that involved gender stereotyping.  That matter was resolved but it was a plausible avenue to the Supreme Court though leading cases were filed prior to that matter.  The majority of federal circuits have failed to recognize such a cause of action, however the second and seventh circuit court of appeals have recognized that discrimination … [Read more...]

Tennessee Occupational Safety and Health Act Prescribes Exclusive Remedy for Retaliatory Discharge

In the plaintiff's Complaint, she alleged she was employed by AAI, a wholly-owned subsidiary of Edwards & Associates, Inc., and her job entailed finishing interior plastics. She alleged that on October 24, 2006, she reported an OSHA-reportable violation pertaining to fiberglass sanding to her supervisor, and that her supervisor told her to directly confront the employee, in violation of regulations.  One of the major questions put before the Court was whether the discretionary administrative … [Read more...]

Employer’s Obligation and Duty to Engage in Interactive Process Under ADA

The Americans with Disabilities Act of 1990 (“ADA”) protects the disabled in the workplace by prohibiting affected employers from, among other things, “not making reasonable accommodations to the known physical or mental limitations of an otherwise qualified individual with a disability who is an employee, unless such [employer] can demonstrate that the accommodation would impose an undue hardship on the operation of the business of such [employer].”  42 U.S.C. § 12112(b)(5)(A). The Americans … [Read more...]

Surrogate Mother May Proceed on Discrimination Claim against Marriot

A motion to dismiss a lawsuit filed in a California District Court by Marriott was denied.  A surrogate mother may proceed in her cause of action alleging Title VII discrimination against the hotel chain claiming she was discriminated against by not being permitted to express breast milk after giving birth. U.S. District Judge Margaret M. Morrow said Plaintiff Mary Gonzales has shown enough to proceed with claims that the hotel violated federal and California law. Mary Gonzales gave birth to … [Read more...]

- Sitemap - Privacy Policy

Disclaimer: The material included in this web site is general and not intended as legal advice. Readers should not act upon information contained in this material without professional personal legal counseling. All information on this web site is provided without any warranty, express or implied, as to their legal effect and completeness. The law office of Roland Mumford does not warrant any information provided via this web site, nor is an Attorney-Client or Attorney-Attorney relationship created in any way by providing information to you on this site. If you have a legal problem, we suggest that you consult an attorney in person as soon as possible. Call now (615)348.0070.
Law Office of Roland Mumford | 639 East Main Street, Hendersonville, TN 37075 | Mumfordlaw.net
We handle personal injury, bankruptcy, divorce, immigration, workers compensation, and social security claims from all across Middle Tennessee, including Music City, Murfreesboro, Franklin, Brentwood, Clarksville, Columbia, Spring Hill, Manchester, McMinnville, Hendersonville, Gallatin, Springfield, Dickson, Fairview, Lebanon, Mount Juliet, Columbia, Shelbyville, Cookeville, Lavergne and Antioch, as well as the counties of Davidson, Williamson, Rutherford, Montgomery, Robertson, Maury, Wilson, Sumner, Cheatham, Dickson, Hickman, Giles, Smith, Trousdale, and Macon.