The Wisconsin Supreme Court ruled that a former psychologist intern at the Medical College of Wisconsin is not protected under state anti-retaliation rules for health employees. The reasoning for the decision is due to the fact that the woman who made the complaint was an unpaid intern. As she had not been compensated for her work, she was unable to be considered an employee under the law. The ruling noted that if unpaid interns were classified as employees, almost everyone would have to have been classified as an employee.
Milwaukee workers may be interested in the case of a Wisconsin man who was terminated due to a firearm he kept in his vehicle. Though the man had a permit to carry a concealed weapon, the employer claimed that the gun was taken outside of the car at some point.
A court ruled against a Wisconsin restaurant that fired a cook for complaining about a racist display at work, and awarded the former employee damages including back wages with interest. The display featured a dollar bill that had a drawing of a hooded figure with the words "KKK" on the hood, another man on a horse and a noose around George Washington's neck. The lawsuit had been brought by the Equal Employment Opportunity Commission on behalf of the terminated employee.
Wisconsin fans of the once-popular television series "Desperate Housewives" may have heard that a Los Angeles Superior Court judge entered a surprising reversal of an earlier decision in favor of one of its stars. He moved to allow fired star Nicollette Sheridan another chance to seek $20 million for her alleged wrongful termination from the series. She had been cut from the hit show during its fifth season, according to NBC News. The judge provided no explanation for his decision.
Wisconsin workers who suffer from a temporary impairment may be covered under the Americans with Disabilities Act. A recent ruling in the U.S. Court of Appeals for the Fourth Circuit upheld an injured worker's wrongful termination claim. Although the claimant was not permanently disabled, he was unable to walk normally for seven months following an injury. Two months after suffering from the injury, the worker was fired from Altarum Institute where he was employed as a senior analyst.
Wisconsin residents may be interested in the recent action by the federal National Labor Relations Board against Wal-Mart Stores, Inc. The agency recently filed a complaint against the retailer for allegedly reprimanding or firing 60 employees who participated in recent strikes. The National Labor Relations Act guarantees private employees the right to organize in an effort to improve their wages or work environment.
Wisconsin truck drivers may have heard about a dump truck driver who was terminated after giving his supervisor slightly inaccurate information about a potentially hazardous vehicle problem and allegedly not complying with orders on three occasions. The U.S. Court of Appeals for the 7th Circuit has now ruled that the driver can sue his former employer for wrongful termination on grounds of retaliation for the misinformation.
A Milwaukee County Transit System supervisor claims to have been fired after he aided a woman who was yelling for help. The supervisor told authorities that she appeared to be in a physical altercation with a man across the street from where he was waiting for a replacement bus. According to reports, the man was pulling the woman's hair, wrenching her arm and cursing at her.
Hollister, a popular clothing store in Wisconsin and nationwide made the news when a a former employee launched a high-profile lawsuit against their owning company, Abercrombie & Fitch. A Muslim woman was terminated from her position in 2010 for wearing and refusing to remove her religious head covering called a hijab. The Equal Employment Opportunity Commission sued the company for her wrongful termination.
On Aug. 16, a federal judge in Wisconsin denied a motion for a new trial in the case of a woman who was fired in retaliation for complaints regarding her employer's meal and rest break policy. In denying the employer's request for a new trial, the ruling affirms the original jury verdict ordering the company to pay the woman $4.6 million.