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Follow along with The Employer Handbook from #SHRM16
I’m coming at you from Washington, DC at the Society for Human Resource Management 2016 Annual Conference & Exposition.
Me and 20,000 other HR professionals.
I’m coming at you from Washington, DC at the Society for Human Resource Management 2016 Annual Conference & Exposition.
Me and 20,000 other HR professionals.
Want to sit at the cool table next week at SHRM16? Well, I’ll be there. So, if you’d like the secret password or just want to meet a real blogging-employment-lawyer legend in person, email me. (Yes, I’ll have some swag).
Or, head over the EEOC’s website, print out this Sample ADA Notice for your employer-sponsored wellness program, and memorize the EEOC’s “Questions and Answers: Sample Notice for Employees Regarding Employer Wellness Programs.”
Then, while the rest of those nerds are Snapchatting about Strategizing Radical Change by Becoming a Disruptive Leader, show ’em some side eye, and bask in your ADA/GINA compliance.
About two years ago, I blogged here about this decision from the NJ Superior Court, Appellate Division, where the court held that an employer and employee could agree to shorten the statute of limitations on employment claims. For example, in Rodriguez v. Raymours Furniture Company, Inc., conspicuously placed in its application materials, was language requiring that any employment-related lawsuit against Raymours be filed within six months of whenever the claim arose. Thus, if one of these employees was later discriminated against, he would have to file his lawsuit within six months (rather than within two years, as New Jersey’s Law Against Discrimination permits).
Head on over to the EEOC’s website (here) to check out:
Yep, that’s me honey dipping like Vince Carter. I’m an animal on the court. Especially, when the rim is set at seven six five feet at the local Children’s museum.
Since all of you have mastered reasonable accommodations under the Americans with Disabilities Act, this post seems rather unnecessary.
Oh, that’s weird. Why is the there smoke billowing from my blog servers?
(Although that could still be there from last Friday).
And, I already ruined this post with a sports metaphor. Dammit!
There is a growing trend across the country for employers to remove job-application questions about criminal-record history. Ban the Box notwithstanding, other common job application no-no’s continue to trip up certain employers.
On December 1, 2016, the new Department of Labor overtime rules will take effect. Yesterday, Senate labor committee Chairman Lamar Alexander (R-Tenn.) and Senate Homeland Security and Governmental Affairs committee chairman Ron Johnson (R-Wisc.) announced (here) new legislation under the Congressional Review Act to to stop the overtime rules dead in their tracks.
You ever see that scene in Minions where the caveman tries to stop a bear with a flyswatter?
Keep preparing for the new overtime rules.
Last week, the EEOC announced (here) that it had filed this lawsuit against a Massachusetts employer, in which it alleges that the company violated federal law when it refused to effectively accommodate an employee’s religious beliefs.
It’s a wicked pissah!