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The Employer Handbook BlogThe Sixth Circuit says that class-action waivers violate federal labor law. Meh.
Hey, no disrespect to the Sixth Circuit Court of Appeals, and all… Continue reading
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“I get high with a little help from my friends”
The Beatles lyric is also the opening line from a recent state court opinion about hiring (or not hiring as the case may be) someone who uses medical marijuana. More on that in a bit. Continue reading
What ketchup on a hot dog can teach employers about at-will employment
Either way, it doesn’t belong on a hot dog. Ever. Continue reading
“Life, Liberty and the pursuit of Happiness” … and Wife Swapping
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What I am about to share with you is based on a true story. Well, bits of it anyway.
I don’t recall the ADA saying anything about reasonable-er accommodations.
Hopefully, I didn’t miss something. (Oh, so you’re saying that, maybe, “reasonable-er” isn’t a word.)
Well, I do have a point here. Somewhere. Continue reading
FMLA & ADA: Two peas in a pod
I love my readers.
Like my youngest daughter with a pile of peas, my readers devour HR-compliance wonk and nuance. Continue reading
Pay attention HR! Transgender employees may have ADA (disability) rights too.
My decision to sit at the computer and begin blogging at 10:48 PM on a Sunday has backfired on me, for sure. Continue reading
There have been some huge, recent LGBT developments impacting your workplace.
Most notably, HR Dive interviewed me on supporting transgender employees at work during their transition!!! Continue reading
Someone who doesn’t know that they have a serious health condition can still get FMLA, you guys.
The Family and Medical Leave Act enables eligible employees to take leave for up to 12 weeks in a 12-month period for their own serious health condition, among other things.
How do you know if an employee is requesting FMLA leave? Do they have to say “F-M-L-A”? Heck no! But, they do have to provide enough information to permit an employer to conclude that the employee needs leave. But, what happens when the employee doesn’t say much? Rather, the biggest change is their workplace demeanor. Could that be enough to put an employer on notice?
Could a change in demeanor be enough to put an employer on notice? And, what if the employee doesn’t recognize that she even has a serious health condition?
Grab your pearls for clutching and read on…
There are betting things to say in a job applicant’s rejection email than “age will matter”.
Now, where did I put yesterday’s .gif? Oh, there it is.