One of the questions I hear a lot from employers is: Can we communicate with employees on Family and Medical Leave Act leave and, if so, how much?
I’ll get to that in a second.
#HelpShaneFightCancer
Recently, several local lawyers and I participated in a labor and employment law roundtable for The Legal Intelligencer.
Actually, the table was rectangular. But, the coffee and muffins were free, so I didn’t complain.
Well, not until I dropped my pants and mooned the employee-rights lawyers on the panel. Trust me, they had it coming.
Whatcha doin’ two weeks from today?
Want to grab some breakfast with me? Maybe hear about what’s hot at the EEOC and get a legal roadmap for managing the aging workforce?
In you’re in the Philadelphia area and would like to learn more about these topics, then come on down to our offices on Thursday, April 24 at 8:30 AM for a free presentation with a complimentary continental breakfast. Lawyers can get CLE. HR credits will also be offered.
When the Fair Credit Reporting Act comes a knock knock knockin’ on HR’s door, who among you, will answer the call?
Fear not, kids. Cinch on your big boy/girl underpants! My colleague, Stacey Schor, in this post, has outlined a recent federal court decision that provides valuable guidance on how employers can comply with the strict requirements of FCRA, so that your hiring decisions are FCRA-bulletproofed.
This one goes out to all out FCRA freaks fans. Holler if you hear me!
But, faced with those facts, that didn’t stop one employer from moving for summary judgment and asking the court to dismiss a female employee’s claims of sexual harassment.
Could the company have possibly prevailed? Find out after the jump…
Oh wait, before we jump, I left out the part where the plaintiff claimed that her male co-worker also told her, “I’ll have you cum before you get your pants off.”
And then there’s the time when that same co-worker said, “Hey! we got your Christmas present!” whereby he held up a vibrating tool and thrust it towards the plaintiff’s genitals.
And what about the other male co-worker who would routinely come up from behind the plaintiff, lean in and smell her in a sexual fashion while pushing his groin into her?
Or when another male co-worker said to the plaintiff, “I just like fucking with you, why would I want to get you fired? I would miss watching that ass of yours!”
Ok, now we can jump and play did the employer get the case dismissed on summary judgment?
Yesterday, I read a post over at Business Management Daily about an employee who sued for involuntary servitude.
Yes, folks. The plaintiff claimed that her former employer had treated her like a slave.
Specifically, the plaintiff, a trainee of some sort, alleged that she was never provided with a job description or adequately trained.
Over the Summer, I reported here that about companion Pennsylvania bills introduced in the House and Senate that would outlaw both sexual orientation and gender identity discrimination in the workplace.
Each bill had bipartisan support, but it was unclear how Governor Corbett (R) would act if a bill was placed on his desk for his signature.
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Well, that certainly sucks. Even worse than the time I found out that Santa Claus MacGyver wasn’t a real person.
(My psychiatrist says that there’s a light at the end of the tunnel. I’m not so sure…)
But seriously, I thought that the purpose of a limited liability company was to insulate members from the debts of the company.
After the jump, see how that rule doesn’t necessarily apply when an LLC fails to pay minimum wage or overtime…
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.”
Yesterday, I read this opinion about a white man who claimed that he lost out on a middle school boys basketball coaching job because the school didn’t like the fact that he was married to an Asian ethnic Chinese woman and they have seven mixed race children.
The plaintiff claimed that the school violated Title VII of the Civil Rights Act of 1964. The school filed a motion to dismiss, claiming that the man could not state a claim under Title VII. The school prevailed because, well, I’ll let the court tell you:
Earlier this year, the City of Philadelphia got this close to passing a bill requiring local employers to provide paid sick leave to employee.
PA Rep. Seth Grove (York County-R), wants to make sure there are no such close calls in the future.
Late last month, Rep. Grove introduced this bill in the PA House of Representatives, geared towards “providing statewide uniformity regarding vacation and other forms of leave mandated by political subdivisions.”
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