A recent Ninth Circuit ruling builds on the EEOC’s newly finalized harassment guidance, which says employers can be liable for off-duty conduct that occurs online or on social media if it affects someone’s work environment.

In this article analyzing a recent federal appeals court ruling related to a disabled worker's positive drug test, Pierson Ferdinand partner and Employment and Labor Chair Amy Epstein Gluck discusses the business-friendly "honest belief" defense to employment claims and when the doctrine is most successful and helpful to employers.