(Haters can unsubscribe)
As for the rest of you, considering that I’ve been serving up one of the best employment law blogs every weekday for the past two-plus years, isn’t some Red Sox World Series swag for your guy a fair exchange?
Earlier this week, Senator Harry Reid (D-NV) offered some pointed remarks from the Senate floor. He blasted “radical Tea Party Republicans,” lambasted “mainstream Republican colleagues, who remained silent even as the anarchists among us committed political malpractice,” and then proclaimed, “This work period, the Senate will consider the…”
a. “…Twerk for Work Act, which would provide incentives to employers who hire unemployed Miley Cyrus wannabes who shake what their mamas gave them.”
b. “…Fox; specifically, a bipartisan effort to learn what does the Fox say?”
Last week, I brought you this news of a bill pending in New Jersey, requiring employers to make available reasonable accommodation for pregnancy-related needs when requested by the employee with the advice of her physician.
Yesterday, I read this article in The Legal Intelligencer about this potential amendment to Philadelphia’s Fair Practices Ordinance, which too would require employers to make reasonable workplace accommodations for employees who have needs related to pregnancy, childbirth, or a related medical condition.
What, you may ask, do the bill’s sponsors have in mind for reasonable accommodation?
Over the weekend, I read this article about Laraine Cook, a girls basketball coach at a high school in Idaho, who lost her job, apparently after her school learned about a photo on her Facebook page that showed her boyfriend touching her chest.
What struck me as interesting is that Ms. Cook’s boyfriend is also her co-worker, varsity football coach Tom Harrison.
And what struck me as even more interesting is that, while Ms. Cook lost her job, Mr. Harrison was merely disciplined.
If true, well then, good gawd, this!
We’re talking religious accommodations here at the ole Handbook.
Last week, it was the Mark of the Beast. Before that, we explored Ramadan bagel parties.
Today, we’re sticking with the Ramadan theme. Unfortunately, I don’t know any Ramadan tunes to soundtrack this post. So, let’s just go with Christian rock.
If only I had a hot tub time machine, I would have gone back a day and a half and scooped Phil Miles at Lawffice Space and posted “New Jersey Recognizes Same Sex Marriages – Why it Matters for Pennsylvania Employers” before he did.
Except I didn’t.
So read his post entitled “New Jersey Recognizes Same Sex Marriages – Why it Matters for Pennsylvania Employers.” It’s really good.
New Jersey is the home of deep fried hot dogs and the Law Against Discrimination, one of the most employee-friendly anti-discrimination statutes in the country. Here, pregnant employees can order a ripper with relish at Rutt’s Hut, but, somehow, are not entitled to preferential leave treatment in the workplace.
However, a new bill pending in the NJ Senate would change all that.
Not the hot dogs, silly. They rule. You know what doesn’t rule? Leaving a quart of Rutt’s Hut relish in the backseat of your buddy’s car overnight during a high-90s Summer heat wave. Sorry, dude.
This according to a CareerBuilder.com survey (here) released last week.
Of the 2,775 hiring managers polled, almost half (48%) responded that employers will use Google or other search engines to research candidates. Nearly the same number (44%) will research the candidate on Facebook. Just over one quarter (27%) will monitor the candidate’s activity on Twitter. 23% will review the candidate’s posts or comments on Yelp.com, Glassdoor.com or other rating sites.
The survey cites these statistics as a way to encourage job seekers to keep their online personas clean from digital dirt. So, I’ll take a different approach and offer some tips for employers:
True story.
Back in 1999, when I was in law school in Washington DC, I went with my buddy to see The Matrix at the Uptown Theater in Cleveland Park. At the time, the Uptown was one of the best places around to watch an action flick. And what better movie to see than The Matrix — one of my top 10 movies of all time.
WTH does this have to do with the Fair Labor Standards Act?
Uh, duh…
[Humor me and click through, would ya?]
The Employer Handbook Blog