The Fifth Circuit Court of Appeals recently clarified that non-employees do not have standing to sue under Title VII, even if they are an object of intentional retaliation.
The Fifth Circuit recently found in favor of the City of Austin for firing a disabled employee because he did not attempt to perform his
When responding to an EEOC charge of discrimination, employers should always separate and clearly mark any trade secrets or confidential information included in the position statement
The Fifth Circuit Court of Appeals recently joined the Second, Sixth, and Tenth Circuits in holding that where an employer shows that it had legitimate
In Part I, I outlined the EEOC process of investigating a charge of discrimination, and in Part II, I described the steps that an employer
In Part I, I outlined the EEOC process of investigating a charge of discrimination. In this part, I describe the steps that an employer should