Late in 2017, a Norfolk County Superior Court jury awarded a 65-year-old plaintiff, James Beresford, $1.2 million in an age discrimination lawsuit against his former employer, Charles River Automotive (“CRA”) and CRA’s general manager Mark Gentile. The jury verdict awarded Beresford $317,780 in back pay, $285,000 in front pay, and $602,780 in punitive damages.
Whitney Law Group, LLC Blog
Employment Law For Individuals Posts - Page 2
Mark Whitney was recently quoted in an article appearing in the Boston Globe concerning the increased use of "Love Contracts" by employers in response to relationships in the workplace and the #MeToo movement. The article is titled: Dating a co-worker? You may need a love contract, and it contains a sample agreement as well.
Today the Massachusetts Attorney General issued a long-awaited compliance guidance to help employers prepare for the effective date of the Act to Establish Pay Equity, which amends the Massachusetts Equal Pay Act ("MEPA"), and which goes into effect on July 1, 2018. A copy of the 30-page guidance can be found by clicking here. To see prior WLG blog posts discussing the amended MEPA, click here.
A Suffolk County Superior Court jury just handed a $28 Million award to a former nurse who claimed she had suffered discrimination because of her race and was retaliated against by Brigham & Womens Hospital. This is the largest award in Massachusetts history for an employment law case. A Boston Globe article discussing the verdict can be found here.
As a recent Boston Globe article highlights, the impact of laws legalizing the use of recreational marijuana on the workplace remain unsettled. The Globe article discusses a woman who regularly -- and legally -- used marijuana outside of work, but tested positive for marijuana after she suffered a fall at work.
On April 1, 2018, the Massachusetts Pregnant Worker Fairness Act (“PWFA”) went into effect. This new law mandates a variety of workplace accommodations for expecting and new mothers and ensures that they should not be subject to discrimination in relation to their pregnancy.
The Federal Worker Adjustment and Retraining Notification Act, U.S.C. §§ 2101-2109 (the “WARN Act”), allows employees to sue employers who fail to provide them with 60 days’ advance notice of the company’s shutdown or “mass” layoffs, which are specifically defined in the law. The 60-day notice period is intended to provide employees transition time to adjust to the prospective loss of employment. The WARN Act applies to companies with 100 or more employees.
Mark Whitney was recently quoted in an article appearing in Massachusetts Lawyers Weekly concerning important factors in employment law leading to a recent trend in substantially larger verdicts. The article is titled: "#MeToo, Voir Dire Seen as Part of Big-Verdict Bonanza."