Hampton v. J.W. Squire Company, Inc.– A supervisor called a subordinate a “house nigger” three times and the subordinate complained.  The Court held that these statements were not enough to create a “hostile work environment” and dismissed his claim for employment discrimination at the summary judgment stage. To win a a hostile work environment case, an employee must show that “the evidence—viewed in [his] favor—would allow a reasonable [finder of fact] to conclude that the harassment was (1) unwelcome,

Two Forums, Different Grounds Practitioners seeking on behalf of a client to challenge a particular Procurement outside the internal processes offered by a Federal Agency are given a choice of two forums: (a) the United States Government Accountability Office (GAO), and (b) the United States Court of Federal Claims (CFC).[1] The GAO forum is non-exclusive. The GAO is an arm of the Congress and is empowered by 31 U.S.C. § 3552(a) to take action only on

Gordon v. Armorgoup N.A., A government contractor employee quit his job because racial harassment and discrimination forced him to resign — an alleged “constructive” discharge.  (Constructive discharge means that while one voluntarilly quits his job, he was effectively forced to do so by unfair circumstances).  The Court held that, under Virginia law, “constructive discharge” is not an exception to the general principle that employment in Virginia is “at will.”  One cannot sue for wrongful termination if he actually quit

The Supreme Court of Virginia recently overturned a 1989 decision concerning the validity of a non-compete clause and held that a clause identical to one that it previously held was valid, from the same company, is now invalid. The case is Home Paramount Pest Control Cos. v. Shaffer (Nov. 4, 2011). Employers commonly use non-compete agreements (or, more fully, non-competition agreements or covenants not to compete) in order to prevent an employee from using information gleaned from the company

While the Americans with Disability Act (ADA) requires employers to reasonably accommodate a qualified individual with a disability, the ADA’s definition of disability excludes many common health conditions.  While the definition of disability was broadened by statute in 2008, the Fourth Circuit recently recognized that a disability did not exist under the old law where an employee could work 40 hours a week, but not overtime.  Thus an employer did not have to accommodate that