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Online real estate marketplace Zillow was hit with five new lawsuits this week alleging employee discrimination, retaliation, and other mistreatment of workers.

The five lawsuits were all filed by the law firm of Geragos & Geragos, reports LAist. Geragos & Geragos is the same law firm representing a Zillow employee who sued the company earlier this month for sexual harassment. In that lawsuit, former Zillow employee Rachel Kremer described the company's Irvine, California office as having an "adult frat house" culture. The latest lawsuits also involve employees who worked at the Irvine office.

What can small business owners learn from these employment lawsuits filed against Zillow? Here are three lessons:

The National Labor Relations Board ruled last week that employees should be permitted to use work email for union organizing activities.

The ruling represents a reversal of a 2007 NLRB decision allowing employers to prohibit such communications through company email, reports Reuters. The case involved employees of Purple Communications, a sign language interpreting service based in California. A workers' union had challenged a company policy prohibiting employees from using work email to "engage in activities on behalf of organizations."

What led to the NLRB's reversal on employees' rights to organize over company email?

The EEOC has announced that storage and security product manufacturer Justrite will pay $418,000 to settle claims of disability discrimination.

In an EEOC press release issued Wednesday, the agency noted that this settlement was the result of years of investigation into disability discrimination complaints at Justrite, based in Mattoon, Illinois. It resulted in some troubling findings about how the company treated employees seeking reasonable accommodations.

What three lessons can your business learn from this Justrite settlement?

Given the state of the economy, it isn't surprising that many employees may be working on their own side business or moonlighting when they're not on the clock.

Career Liberation Coach Andrea Shields Nunez tells The Huffington Post that in her own story of building her side business while working full time, she became increasingly disconnected and despondent. Employers can address the issue of employees who aren't engaged with their small business, but there are some legal considerations to keep in mind.

Here are three ways to legally address moonlighting employees:

UPS defended itself in a pregnancy discrimination case before the U.S. Supreme Court on Wednesday, in a case which business owners should keep on their radars.

The case, Young v. United Parcel Service, involved pregnant UPS driver Peggy Young and a policy that refused to give her lighter duty. The High Court is set to determine whether the policy and its implementation by UPS violated federal laws on pregnancy discrimination in the workplace.

In the meantime, here are five things employers should know about this UPS pregnancy case:

A fueling company at Phoenix Sky Harbor Airport where African workers were referred to as "monkeys" has agreed to pay $250,000 to settle a racial harassment lawsuit brought by the U.S. Equal Employment Opportunity Commission.

Swissport Fueling Inc. will also provide training on harassment based upon race or national origin to managers, supervisors, and HR employees, and implement policies prohibiting future harassment, the EEOC announced Tuesday in a statement on its website.

What are the details of the allegations made against the company?

Under the Americans with Disabilities Act, an employer is required to make reasonable accommodations to assist a deaf or hearing-impaired employee in performing his or her job.

Failing to do so may lead to legal action, fines, and penalties. A recent, somewhat ironic example: the settlement of a lawsuit brought by the Equal Employment Opportunity Commission against a non-profit whose mission was supposedly to help disabled individuals. Instead, according to the EEOC, the company denied a deaf employee reasonable accommodations before firing him.

What are some of the reasonable accommodations the company could have provided to the deaf employee?

Your business may wish to hire employees who are well suited to a physically demanding task. This may make you wonder if your applicants are healthy enough to perform these tasks -- so much so you would like to ask about their medical history.

Amsted Rail Co., Inc. and Amsted Industries, Inc. had similar concerns about its applicants having carpal tunnel syndrome, so it performed tests and asked about potential hires' history with carpal tunnel. Now the Equal Employment Opportunity Commission (EEOC) is suing Amsted for violating the ADA with its hiring practices.

Can employers ask potential hires about their medical histories?

Conde Nast, the publisher of magazines such as Vogue, Wired, and The New Yorker, has agreed to a $5.8 million settlement of a class-action lawsuit filed by former interns.

The interns claimed the company made them perform work, but failed to pay at least the minimum wage as required by law. The settlement agreement covers about 7,500 interns; under the terms of the settlement, these interns -- some of whom last worked for Conde Nast in 2007 -- will receive between $700 and $1,900, Reuters reports.

What led to the lawsuit and subsequent settlement?

Your business may have a casual and fun atmosphere, which may border at times on juvenile. But you should think twice about letting your workplace become like a locker room or frat house.

Not only is the image of a locker room not consistent with a professional (and clean-smelling) workspace, but it may encourage misconduct that could open your business to liability.

So before you join in on a light-hearted office prank, consider these five ways in which a "locker room" office culture can get your business sued: