Each week, Workplace Week brings you news and commentary on critical issues affecting employees and advocates.
In this edition: deaf employees settle with UPS, and Circuit City continues to lose under California law when defending its mandatory arbitration plan.
Deaf Employees To Benefit From UPS Settlement:
Deaf and hearing impaired employees of United Parcel Service (UPS) will receive $10 million in financial damages and benefit from changes in company policy as the result of a settlement announced 7/22 in the midst of trial. The nation's fourth-largest employer will pay damages to approximately 1,000 current and former UPS employees, and has agreed to provide provide deaf workers with effective communications, including interpreters, for interviews, orientation, training, safety meetings and disciplinary sessions.
Decision Date: July 24, 2003
Summary judgment for a former employer is affirmed in an action for religious discrimination in violation of both federal and Ohio state law, as plaintiffs were neither discharged nor disciplined.
Decision Date: July 23, 2003
Disputed issues of fact exist with respect to an employer's obligations under the EEOC regulations concerning the "direct threat" defense under the ADA, 42 U.S.C. section 12113.
Decision Date: July 22, 2003
An arbitration agreement presented to an employee was procedurally unconscionable under California's contract law where the employee had no meaningful opportunity to "opt out", and its terms were substantively unconscionable.
Decision Date: July 21, 2003
Under the rule of Delaware State College v. Ricks, 101 S.Ct. 498 (1980), plaintiffs' race discrimination claim is barred by Texas's two-year statute of limitations, thus the dismissal of the action for failure to state a claim is affirmed.