December, 2024

Join me and my friends on Wednesday, December 11 for HR Festivus. (And it’s free)

December 6, 2024 | by Eric B. Meyer

1733310516692-1024x576

At Noon ET, Amy Epstein Gluck, Michael Elkins, and I will present “What the Legal Landscape Looks Like for 2025.” Come hang with us for an hour while we cover key legal updates for 2025. Our friends at HR Learns, who are hosting this event, have pre-approved our sesh for HRCI/SHRM credit, although one of you will have to supply the Festivus Pole.

Did I mention it’s free? The other HR Festivus sessions, which kick off at 11:30 a.m., are also free. You can read the full agenda here. Although I’m not holding out for Jake Paul/Mike Tyson money, watching me compete in the feats of strength will cost you. Ah, who am I kidding? HR would spit out their coffee, and Amy would beat me like Paul did Tyson.

You can register here if you’d like to attend any or all of HR Festivus, the HR holiday you didn’t know you needed.

Think the FTC is done taking on restrictive covenants? Think again!

December 5, 2024 | by Eric B. Meyer

noun-document-4919996-1024x1024

Yesterday, the Federal Trade Commission announced that it had ordered a building services contractor to stop enforcing a no-hire agreement. The agreement purportedly prohibited building owners and managers from hiring the contractor’s employees.

Three lessons for employers from Lizzo’s employment litigation

December 4, 2024 | by Eric B. Meyer

noun-singer-4999106-1024x1024

Last year, several media outlets reported about a lawsuit that a clothing designer who worked for Lizzo and her touring company had asserted against them and another individual. That lawsuit included several claims under state law for discrimination, retaliation, and assault, among others.

On paper, it didn’t sound good for the defendants. Continue reading

Can companies exit bias lawsuits by arguing that the same person hired and fired the plaintiff?

December 3, 2024 | by Eric B. Meyer

noun-reflection-6518226-1024x1024

Suppose your company hires a black man only to fire him less than a year later. If the man claims that his race motivated the termination decisions, would arguing that the same person made both employment decisions create a viable defense? Continue reading

The ADA does not require do-overs or relaxing important job requirements to accommodate individuals with disabilities

December 2, 2024 | by Eric B. Meyer

noun-reload-451520-1024x1024

A federal appellate court recently ruled that a university did not have to accommodate the disability of a professor seeking tenure by relaxing the tenure requirements or giving her a second chance to satisfy them.

It’s a reminder that employers can require individuals to perform the essential functions of the job and can refuse to promote (or hire) individuals who cannot meet the position’s requirements.