About: Ryan C. Daugherty

Ryan Colleen Daugherty is an associate and member of the firm's Litigation group. She focuses on employment and other commercial litigation, as well as estate administration and planning matters. She joined the firm in 2008 after graduating from the University of Kentucky College of Law and the University of Georgia College of Environmental Design. In addition to her law practice, she is a LEED AP BD+C, and a member of the Board of Directors of the U.S. Green Building Council's Kentucky Chapter, serving as its Legislative Task Force Chair. She is also a LFUCG Greenspace Commissioner and volunteers on various civic organizations such as Bluegrass Tomorrow, Race for Education and Girls on the Run. She recently was selected in 2010 as a Lexington Young Professionals Association Rising Star, and as one of five Emerging Leaders chosen to attend the 2010 Louisville and Lexington Chamber's joint Leadership Expedition.

Recent Posts by Ryan C. Daugherty

Victories for Employers at the Supreme Court Level, cont.

On June 25, 2013, the Supreme Court, in the second big win for employers, clarified what standard employees must meet to successfully pursue a retaliation claim under Title VII of the Civil Rights Act of 1964. No longer will employees be able to prevail on retaliation claims just by demonstrating that retaliation was a “motivating factor” in an employer’s adverse employment action towards the employee. The case decided was styled University of Texas Southwestern Medical Center v. Nassar. The plaintiff, Nassar, was hired by the University of Texas Southwestern Medical Center (“UTSW”), but resigned after one of his supervisors allegedly made remarks about his productivity and national origin.  He then sought a job at another hospital, but that hospital withdrew its job offer to Nassar after one of his former UTSW supervisors opposed the hire.  Nassar then sued UTSW, alleging discrimination and retaliation. A jury found for Nassar on both claims, but UTSW appealed to the U.S. Court of Appeals for the...
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Victories for Employers at the Supreme Court Level

The United States Supreme Court just issued two very important employment-related rulings and both of the decisions are big wins for employers. Today, let’s take a look at the first case:Vance v. Ball State University (decided June 24, 2013)which centered on employers’ liability for workplace harassment. The Supreme Court held many years ago that, under Title VII of the 1964 Civil Rights Act, employers can be held liable for the acts of “supervisors” who harass subordinate employees.  When the harassment culminates in a tangible employment action (hiring, firing, promotion, etc.), strict liability is the standard.  When a tangible employment action is not involved, there is still a presumption that the employer is liable for the “supervisors” harassing actions that can only be disproved by showing that (1) the employer exercised reasonable care to prevent and correct any harassing behavior and (2) that the plaintiff unreasonably failed to take advantage of the preventive or corrective opportunities that the employer provided.  In...
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Telecommuting—No Longer the Way of the Future?

Marissa Mayer is making news. She may also be single-handedly changing employer policies across the country.    As Yahoo’s new CEO, Mayer already made headlines as the youngest female CEO in a Fortune 500 company. But now she is becoming known for what she does and not just who she is. Mayer recently instituted a ban on telecommuting for all Yahoo employees.  The decision was a massive shock to company employees who routinely worked from remote locations. After all, it seems paradoxical that a tech giant like Yahoo requires employees to be physically present in the office for work when technology permits otherwise. The internal memorandum from Yahoo’s human resources department which announced the change cited a “spirit of collaboration” that can only be achieved when employees are physically together. In addition, Mayer wants to increase productivity for the struggling company and this, in her opinion, is best done when employees are in the actual workplace. To many, flexible work schedules,...
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