When it comes to the legal landscape, one thing remains true – the tectonics are constantly shifting and creating new terrain to navigate, and several high-profile recent employment law cases are capturing headlines and offering crucial insights into modern employment law and where it could be headed. As a prominent employment law and Title IX lawyer, turned mediator, neutral, and legal commentator, I am uniquely positioned to provide keen, expert insights into the latest employment law cases dominating headlines for an understanding of how they will shape the future of employment for employees and employers alike. My passion is bringing law to light and educating the public.
Here are cases we’re watching, what they mean for the future of the workplace, why your viewership cares about these matters, and, ultimately, why it is essential to educate your viewership on them.
3 Recent Employment Law Cases and What They Mean: Lizzo, In-N-Out, and the Crystal Ridge Ski Area
Over the last several weeks, some key recent employment law cases have captured my attention that highlight important reminders and could potentially shape the future of employment law. The 3 recent employment cases I have been observing the most closely are:
- The Lizzo Case: A Test of Celebrity and Alleged Workplace MisConduct
- The In-N-Out Case: The CROWN Act and Arbitration Agreements
- The Crystal Ridge Ski Area Case: Religious Freedom and Social Media
1. The Lizzo Case: A Test of Celebrity and Workplace Conduct
Of all the recent employment law cases we have been keeping an eye on, the Lizzo case is the one that has dominated the headlines, which is understandable since she is the most high profile figure.
What began as an alleged sexual harassment, discrimination, and assault lawsuit against Lizzo and her touring company, Big Grrrl Big Touring, Inc. (BGBT), has evolved into a complex legal battle with significant implications for how we view workplace conduct and celebrity liability.
Both Lizzo and her touring company have vehemently denied the veracity of these allegations.
While a federal judge has dismissed Lizzo as an individual defendant in one of the lawsuits, claims against her touring company from a former wardrobe assistant, Asha Daniels, are moving forward. If the latest motion is denied, the jury trial is scheduled for later this year.
Why are we watching this case? Because it highlights the challenges of navigating legal battles in the public eye, where a company’s or individual’s reputation can be as much on trial as the facts of the case.
As the legal proceedings unfold, it will be a test of how courts handle celebrity-involved workplace disputes and how courts and juries view workplace disputes when a celebrity is involved.
Related Article: Angela Reddock-Wright on the CVS AI Discrimination Lawsuit
2. The In-N-Out Case: The CROWN Act and Arbitration Agreements
The In-N-Out hair discrimination lawsuit, brought by former employee Elijah Obeng, is a significant test of the CROWN Act and the enforceability of mandatory arbitration clauses. We previously covered this case when it first grabbed headlines.
For some crucial context surrounding the In-N-Out hair discrimination case, you can read that blog by clicking the related article below.
Obeng alleges that he was wrongfully terminated for refusing to cut his sideburns, which he claims are protected under California’s CROWN Act.
In an interesting turn, In-N-Out recently responded by seeking to compel arbitration, arguing that Obeng waived his right to a public court trial by signing an employment agreement.
For employees, this case underscores the importance of carefully reviewing employment contracts when signing them, while highlighting the importance of understanding your rights and protections.
For employers, it’s a critical reminder to update dress code and grooming policies to ensure compliance with the CROWN Act and to understand the legal nuances of arbitration agreements to understand when they can benefit from them.
The outcome of this case will not only impact hair discrimination law but will also set a precedent on how employers can use arbitration to resolve disputes, so we are especially interested in watching how this one unfolds.
Related Article: The $3M In-N-Out Hair Discrimination Lawsuit | What’s the CROWN Act?
3. The Crystal Ridge Ski Area Case: Religious Freedom and Social Media
A federal lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC) against Crystal Ridge Ski Area, also known as The Rock Snowpark, in Franklin, Wisconsin, highlights the increasingly complex relationship between an employee’s right to religious expression and an employer’s ability to regulate conduct.
Adding a layer of complexity is what can sometimes feel like the legally liminal space of social media, which is where this expression manifested.
The EEOC claims the ski park fired a Christian employee for posting Bible verses on his personal social media account, which the park allegedly found to be discriminatory. Crystal Ridge denies the claims, stating the termination was due to “performance issues and policy violations.”
This case is particularly relevant in our digital age, as it draws a line between an employee’s private life and their professional obligations.
The EEOC is requesting a jury trial. The outcome could provide clearer guidelines for both employees and employers on what constitutes religious discrimination and when an employer can legally intervene in an employee’s off-duty social media activity.
“All employees have the right to earn a living free from discrimination based on their religious beliefs. While employers must remain alert to potential harassment in the workplace, religious statements made outside of work that do not reference or impact anyone in the workplace do not constitute unlawful harassment,” said EEOC Acting Chair Andrea Lucas in a press release.
Crystal Ridge Ski Area has yet to receive the lawsuit but has explicitly rejected the allegations. The EEOC’s involvement signals a strong stance on protecting religious expression, making this a pivotal case to watch since the outcome of this case could potentially expand these protections.
Related Article: Can I Get Fired for My Social Media Posts? | When Employees Are Protected
Do You Need an Expert to Discuss These Critical Recent Employment Law Cases or Others? Book Me for a Segment Today to Bring Law to Light.
As a prominent employment law and Title IX attorney and investigator, turned mediator and neutral, I am uniquely qualified to provide expert insights on the most recent employment law cases and legal developments as they unfold – often in real-time. Cases like the Lizzo dispute, the In-N-Out hair discrimination lawsuit, and the Crystal Ridge religious discrimination case are more than just headlines; they are pivotal moments that are shaping the future of employment law. Each case underscores the dynamic and often challenging landscape employees and employers must navigate, from understanding the complexities of arbitration and the CROWN Act to balancing an employee’s rights with a company’s policies.
These ongoing legal battles offer crucial lessons for all. For employees, they serve as a powerful reminder to understand your rights, including protections under anti-discrimination laws, and to carefully review any employment agreements you sign. For employers, these cases are a critical call to action to proactively audit and update internal policies, from grooming standards to social media guidelines, to ensure they are not only legally compliant but also fair and equitable. As these important legal battles continue to unfold, we’ll keep a close eye on the proceedings and what they mean for the future of workplace rights and dispute resolution.
Book me for a segment today to bring employment law to light. I also encourage you to keep checking back for updates as this important legal battle unfolds. To hear more from me on employment law and other issues, listen and subscribe to my podcast on Simplecast, or on Apple, Spotify and anywhere you get your podcasts, by clicking below!
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This communication is not legal advice. It is educational only. For legal advice, consult with an experienced employment law attorney in your state or city