On Tuesday, I had a great sandwich. You see, I made a turkey and swiss sandwich at home and, in a moment of brilliance, I added some of the leftover guacamole from Taqueria La Veracruzana.
Oh, right, you’re here to learn about sexual-orientation discrimination.
The City of Philadelphia announced today that Mayor Nutter has signed an Executive Order to implement this amendment to the Fair Criminal Screening Standards Ordinance, known as Ban the Box.
Unless, of course, you’re filling server positions at Hooters. But, I’m not going there today.
It’s that time of year at CareerBuilder. Yep, yep. We’ve got ourselves the list of the most unusual holiday gifts exchanged at work.
It’s almost 2016.
By now, who among us: the lawyers, the HR professionals, the owners (Hi there, Mark Cuban, thanks for reading again today), has yet to deal with an allegation of workplace harassment involving social media. Why, just yesterday, I read about an employee who lost his job for going on Facebook and calling a woman — albeit not a female co-worker — a “slut.”
But, how many of us have explored ways that our employees can use social media to address concerns about workplace harassment?
There are certain stereotypes that accurately reflect an image held in common for members of a group.
For example, employment-law bloggers who practice law in Philadelphia and blog from their bloggerdomes in Southern New Jersey are generally handsome, erudite, and more appealing than a hipster drinking Pabst Blue Ribbon at a beard and vinyl convention. Many excel at fantasy football too. Many consider them the Illuminati to the Illuminati.
But I digress…
Back in October, the University of Southern California fired Steve Sarkisian, its head football coach. The Daily Beast, among others, reported that USC fired Mr. Sarkisian after an incident where he appeared drunk during a speech at a USC event.
Yesterday, Mr. Sarkisian fired back with a 14-count lawsuit in California Superior Court. The lawsuit includes claims for disability (alcoholism) discrimination and failure to accommodate his disability.
Yeah, no.
When a person claims that he wasn’t promoted because of his race, or terminated because of her gender, or brings some other claim of disparate treatment, that person must demonstrate several elements:
The Employer Handbook Blog