Discrimination EEOC v. Abercrombie and Fitch Stores, Inc. (U.S., June 1, 2015) (to prevail in a disparate-treatment claim, an applicant need show only that his need for accommodation was a motivating factor in the employer’s decision,not that the employer knew of his need.)
On July 29, 2011, the Utah Court of Appeals upheld a Workforce Appeals Board determination that an employee who failed to follow his work schedule was not terminated for just cause and was, therefore eligible for unemployment. In Prosper Team, Inc. v. Department of Workforce Services, the Utah Court of Appeals stated that, although it […]
In Utah, an applicant for unemployment can be denied unemployment compensation if his termination was for “just cause.” The elements necessary to satisfy that inquiry include whether the employee had knowledge of a workplace standard, whether he or she had control over, among other things, the alleged behavior supporting the termination, and whether he or […]
