Saturday, August 8, 2015

US District Court ME: The court with reservations granted summary judgment for employer on Maine Whistleblowers’ Protection Act and Maine Human Rights Act retaliation claims based on the First Circuit’s “job duties” exception, observing that once an employer has adopted a policy requiring its employees to report instances of sexual harassment, an employee who witnesses harassment faces a “Catch 22” of reporting it and gaining no protection from retaliation or keeping silent and being fired for failing to comply with the policy
US District Court ME: The court denied, in part, motion for summary judgment on Americans with Disabilities Act and Maine Human Rights Act claims, finding that an allegation was properly administratively exhausted despite not being included in EEOC complaint because it could reasonably be expected to grow out of it, and sufficient evidence that employer failed to engage in good faith in the interactive process because it did not consider shortening or otherwise modifying its requirement that training take place in the office after plaintiff requested to to work from home
EEOC: Updated Federal Sector Guidance issued

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