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The Employer Handbook BlogPoll: Your workplace prolly won’t survive a Walking Dead zombie apocalypse
I realize that a post like this has more of a Tuesday feel to it, but, I just couldn’t resist…
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Intern fired for racist tweet. But, wait, it gets worse…
On Tuesday, a Fox affiliate in Arizona reported here that an intern at a health and wellness company was fired for an offensive tweet.
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YouTube clips of “Live with Kelly and Michael” doom a manager’s discrimination claims
Personally, I’m more into The View. (And by The View, I mean The Walking Dead).
Did you hear the one about the HR Manager who’d never heard of Title VII?
The bottom of the first page of this recent federal court opinion in EEOC v. Star Transport, Inc. really grabbed my attention:
In December 2008 or January 2009, Edward Briggs became Star Transport’s Human Resources Manager. He received no training on anti-discrimination laws, was not aware of any exceptions to the “at will” employment policy, had never heard of Title VII, and had no understanding of the company’s obligation to accommodate an employee’s religious beliefs. Gene Ozella was Star Transport’s Personnel Manager from 2008 to 2011; he also received no training on anti-discrimination laws…
How do you think this religious discrimination case is going to end for the employer?
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Are paralegals entitled to overtime under the FLSA? Probably.
Last Friday, I had the honor and privilege of presenting at the Philadelphia Association of Paralegals’ Education Conference. The class was essentially a primer on the basics of employment law, during which I emphasized both the types of claims on which paralegals may assist clients, and the employment-law issues that the audience may encounter for themselvesat work.
We explored discrimination, disability accommodations, family and medical leave. And then we got to the Fair Labor Standards Act.
Scary and Frightening: The October Employment Law Blog Carnival #ELBC
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You should know the drill by now. Once a month, I get to take a day off from blogging and hang out with the Bronies send you over to another HR/employment-law blogger who, in turn, shares with you tons of links to topical blog posts that would only appeal to HR-compliance nerds. And speaking of HR-compliance nerds….
You’re all in luck, chumps. Mike Haberman is hosting this month’s Employment Law Blog Carnival at the HR Observations Blog.
What are you waiting for? Get the heck off my porch and go to Mike’s blog!
Let’s revisit that post about cursing out your boss on Facebook
Last year, at about this time, I blogged here about a case involving some employees who thought that their employer had underpaid them. So, they discussed the matter at work. And then continued their conversation on Facebook, where they used language that wouldn’t quite make an Eagles fan in the 700 level of old Veteran’s Stadium blush. But, it would have earned a young Meyer some soap in the mouth.
Fact or Fiction: Denying a discretionary bonus may be discrimination?
That’s right folks. It’s time for another edition of “Fact or Fiction” a/k/a “Quick Answers to Quick Questions” a/k/a QATQQ f/k/a “I don’t feel like writing a long blog post.”
Many claims of discrimination require proof of what’s called an “adverse employment action.” A firing would qualify; so would an unpaid suspension. (But, not a paid suspension). Really, it’s anything that “materially adverse” to one’s job.
Ok. Suppose an employer withholds a discretionary bonus. Could that be discriminatory?
Keep your insensitive FMLA comments to yourself. You too, HR.
I’ve heard the Family and Medical Leave Act referred to as the “Friday/Monday Leave Act.” Heck, I called it the Friday/Monday Leave Act last week. Turns out, I need to watch what I say.