Well, since salary-history questions are going to be off-limits soon in Philadelphia. And, since other cities may follow this blazed trail and create a trend — just do better than what your city calls, a “Philly Cheesesteak.” Trust me, yours is awful — hiring managers must discuss other things during job interviews.
When last we visited the whirlwind saga of the City of Philadelphia’s proposed bill that would ban employers from asking about applicant salary history, I was waxing poetic about Animal House, suggesting here that Mayor Kenney was slowing his roll after City Council had unanimously approved the bill.
Yeah, about that…
When it comes to working for me as a blog minion, I don’t have many rules.
Actually, I do have many rules.
There’s gotta be an HR lesson here somewhere. Oh, I think I can come up with something.
Seems appropriate to broach this trench-HR conundrum on a hump day, amirite?
(Don’t worry. I’ll be here all week).
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Picture a nerdier version of the Ultimate Fighting Championship, where persuasive legal briefs and sharp oral advocacy are like rear naked chokes and “ground and pound.”
The answer to this question, because I’m a lawyer, is “it depends.”
Naturally, of course.
Was it over when the Germans bombed Pearl Harbor? (Mute your computer at 1:12 and 1:36)
You’ll have to pardon the headline.
I’m not nearly as articulate as the Third Circuit was in yesterday’s opinion in Karlo v. Pittsburgh Glass Works, LLC, using words like “cognizable” and “disproportionate adverse impact.” And, even though the Third Circuit sits in Philadelphia, you won’t find local lingo like “old head” or “jawn” anywhere in the opinion.
Although, I’m pretty sure page 6 has a cheez whiz stain on it.
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