Total Articles: 6
Ogletree Deakins • August 18, 2016
On August 8, 2016, the Fifth Circuit Court of Appeals recognized a new public policy exception to the at-will employment doctrine, allowing a former employee to sue his employer for terminating his employment for legally storing a gun in his car on company property in a publicly-accessible parking area.
A federal judge has blocked a controversial Mississippi law that would have allowed individuals and some public officials to deny services to members of the LGBT community. US District Judge Carlton Reeves issued a preliminary injunction blocking the law just minutes before it was set to take effect.
Fisher Phillips • April 07, 2016
On April 5, 2016, Mississippi Governor Phil Bryant signed into law HB 1523, also known as the “Protecting Freedom of Conscience From Government Discrimination Act.” While proponents of the new law state that it simply protects individuals and organizations from legal consequences that would otherwise result from religiously motivated actions, opponents contend that the new law legalizes discrimination against LGBTQ individuals. Regardless of one’s personal opinion, one thing is for sure: the new law provides little protection to employers who base employment decisions on their religious beliefs.
Fisher Phillips • March 30, 2016
On March 24, 2016, the Mississippi Supreme Court issued an opinion that allowed an employee to proceed with a wrongful discharge lawsuit after being terminated for possessing a gun on company premises, significantly altering employers’ ability to forbid the presence of firearms at the workplace (Swindol v. Aurora Flight Services Corporation). In doing so, the court created another exception to Mississippi’s venerable employment at-will doctrine, a doctrine that has existed in our state for 150 years. All employers, both public and private, should take note.
Ogletree Deakins • April 04, 2008
Governor Haley Barbour recently signed into the law the Mississippi Employment Protection Act (S.B. 2988) which requires employers to participate in E-Verify, the federal government’s voluntary employment verification program. Under the new law, employers in the following categories would be required to use E-Verify for new hires after the following effective dates:
Ogletree Deakins • April 01, 2008
A federal district court in Mississippi recently refused to dismiss a sexual harassment lawsuit brought by a male employee who claimed that conduct engaged in by his male supervisor created a hostile work environment. According to the U.S. District Court for the Northern District of Mississippi, the alleged harassing conduct may have been sufficiently severe and pervasive to constitute a hostile work environment in violation of Title VII of the Civil Rights Act.