Can a manager legally keep his employee, who has diabetes, from testing her blood sugar? Read this and other recent discrimination cases.

Did diversity and inclusion in a corporate culture cause a reaction to this chin-chucking incident? Read this case and more in our legal update.

Did a Black employee create a hostile work environment for white workers? Read this and other important legal decisions.

Racist emails, gender discrimination and unlawful terminations—read about these and other recent court rulings.

See the new deadline for reporting the number of veteran employees in a company, the outcome of the largest ADA settlement in history, and more.

Employers need to consider all applicants and exclude people with criminal records only when it is a legitimate disqualification. Here’s how to determine what’s relevant to your positions.

How can you ensure that teens you employ are protected against sexual harassment, abusive environments and age discrimination?

Did members of a university’s top management team carousing with “drinking buddies” lead to a $260,000 sexual-harassment settlement?

Your supervisor might be able to lock you out of promotions legally, if you have a “poor working relationship.”

Supreme Court decision Walmart’s 2010 Diversity and Inclusion Report (PDF) Wal-Mart Women Vow to Press Bias Fight in Courts, U.S. AgencyBusinessWeek Supreme Court blocks huge class-action suit against Wal-MartLos Angeles Times Wal-Mart Case Is a Blow for Big Cases and Their LawyersThe New York Times Justices Curb Class ActionsThe Wall [...]

A new study finds that an overwhelming majority of workplace-discrimination suits don’t get anywhere near trial. And when they do, plaintiffs mostly lose.

Who has benefited most from affirmative action? The answer will surprise you and will explain why the practice is still beneficial.

Employers don’t have to provide “reasonable accommodations” for employees with serious mental conditions that Congress deems “improper or immoral.” Boardman Law Firm’s attorney Bob Gregg explains that and more in this legal roundup.

Employees who complain about sexual harassment must use their employer’s complaint process and the courts to address the issue, not threaten their supervisors. Attorney Bob Gregg explains this and other sex-discrimination-related legal issues.

The EEOC may begin to crack down on the use of criminal-background checks because they are a “systemic practice” and may be unlawful. Employers should tread lightly.