Maine's high court has ruled that a company did not discriminate against a security guard when it refused to allow him to carry a firearm. The company decided not to arm the guard after several psychological evaluations. Reports on the evaluations noted that the guard was aggressive and short-tempered.
An employer may be held liable for vehicular manslaughter committed by an employee after hours. An employee became intoxicated at a company party and then later, after he had returned home and then left again, crashed into another car, killing the driver. The parents of the victim may sue the employer because the employee was acting within the scope of his employment when he got drunk.
New York’s high court has ruled that an employer’s around-the-clock tracking of an employee’s movements was unreasonable. The court ruled that while an employer can track an employee’s movements without a warrant in some cases, the tracking was excessive in this specific case.