Read my lips. I love each and every one of my readers.
Now, I know what you’re thinking, “Not creepy at all.” But, would you believe that I stayed up all night practicing that until I got it just right? In unrelated news, shares of Phillip Morris are trending up 30% before the opening bell. Now, how about nominating The Employer Handbook for the ABA Blawg 100 Amici?
The lede comes directly from last Thursday’s much anticipated decision, in which the Seventh Circuit concluded in Hively v. Ivy Tech Community College (opinion here) that Title VII of the Civil Rights Act of 1964, the federal workplace anti-discrimination statute, does not protect workers from discrimination based on LGBT status.
Are you prepared to address drug- and alcohol-related disabilities and leave issues under the FMLA and ADA?
At some time in their lives, millions of Americans have abused drugs and alcohol. While many are in recovery, others continue their struggle. Inevitably, your workforce will feel the impact.
Join this new discussion to learn about the applicable employment laws, available accommodations and leave options under the Family and Medical Leave Act (FMLA) and the Americans with Disabilities Act (ADA) and hear recent court cases and legislation and take away some best practices you/your organization can use.
My skin crawls thinking about the Google search terms that will land some HR professionals on this post, which involves a failed suicide attempt. Hopefully, this is not a practice tip upon which you’ll need to draw in the course of your HR career.
But, just in case…
The slow death of the 9-5 workday, together with the arrival of the new FLSA overtime rules, which do into effect on December 1, could create one of the bigger wage-and-hour pitfalls for employers in 2017 and beyond.
Less colloquially, last Friday, the EEOC released this one-page fact sheet “designed to help young workers better understand their rights and responsibilities under the federal employment anti-discrimination laws prohibiting religious discrimination.” You can read the EEOC press release here.
About a year ago, I had a post entitled, The “E” in E-Mail stands for Exhibit. As in Exhibit A. Here’s a snippet:
As part of my respect-in-the-workplace training, I tell employees and managers that bad e-mails are like dirty diapers: they stink and they never go away.
Yeah, about that…
Fart stories, tea-bagging, and a grown man getting fired for Pokémon Go rants. Want to know where do I find these cases and stories?
No, not that tea-bagging. And just when you thought that Your Blogness couldn’t possibly raise his game (raise, right?) after yesterday’s fart post.
(Yes, the next 1000+ words will either be my G.O.A.T. or my Waterloo, which, I’m told, is bad.)
Look, cut me some slack here.
It’s 1:45 AM local time in New Orleans. This is my fourth major city in less than a week, having just arrived in town from San Francisco, where I spoke with EEOC General Counsel David Lopez on LGBT workplace rights at the EEOC EXCEL Conference. Instead of doing some last-minute preparing for tomorrow’s spiel at the 2016 DMEC Annual Conference — or, better yet, sleeping — I’m giving you a blog post about the discrimination implications of farting at work.
Please send my Pulitzer to Philadelphia.
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