I tell you, folks.
When a school janitor, the plaintiff in this case, claimed that the school principal uttered the words in the lede above, I felt a stirring within.
Literally, the second those words (allegedly) formed on the principal’s lips, my Spidey Bloggy-senses told me that I’d be able to usher in the new year with a fine blog post.
Comin’ atcha after the jump…
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Happy New Year’s Eve everyone.
I’m going to end the year with a bathtub mint julep quick plug. Because I’m not at all subtle — bow before BlogStar! — I may have mentioned my firm’s new #SocialMedia Practice Group. And, as of last week, we now have a Twitter feed too.
If you follow me (@Eric_B_Meyer) on Twitter — and if you don’t, I will hunt you down and claw out your… — you’ve probably seen me retweeting a lot of great #socialmedia and #cyber news and nuggets coming from @DilworthSocial. So, if you want to cut out the middleman and follow @DilworthSocial on Twitter, well then, by all means…
You know it’s not that often that you read about a worker who prevails — before trial — on her claim that her former employer interfered with her ability to take leave under the Family and Medical Leave Act.
But, I’ve got one for you after the jump.
Translation: Three days left in 2014 and Meyer doesn’t have it in him to put together an original post for you.
Fortunately, you guys continue to dig the other bazillion days of original content. As The Employer Handbook approaches its 4th birthday — if you’re thinking of a proper gift, find the one that blogs for me too and I’ll dedicate a week’s worth of posts to you — our 2014 numbers were staggering! The site had almost 150,000 users (up 30% from 2013). Those folks viewed 289,560 pages.
Here were the most clicked posts of 2014:
Whether you have a disability under the Americans with Disabilities Act — so, like, all of us — or not, work can suck. Bosses can be jerks.
But, if an employee with a disability requests a transfer away from a jerk boss, must the company provide it?
Find out after the jump…
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Take it from the employment lawyers. Maybe, not the best idea…
The Employer Handbook Blog
Man rushed to hospital, put in ICU after winning office holiday party eggnog-chugging contest: http://t.co/mnEJ8IZHQ7 pic.twitter.com/RdtauVglFv
— ABC News (@ABC) December 23, 2014
I meant to write about this a week or so ago after I saw Dan Packel’s article at Law360. But, then, I got sidetracked with a bunch of NLRB stuff. Until, yesterday, Lizzy McLellan’s article at The Legal Intelligencer brought me back.
So, here’s the deal. The basic rule in PA has always been that, for a non-compete to be enforceable, it needs to be entered into when employment begins (i.e., as consideration for offering employment), or there needs to be some independent consideration to support it (e.g., a raise, bonus, promotion, etc.).
However, some outlier judicial decisions in PA have concluded that PA’s Uniform Written Obligations Act magically adds consideration to any agreement with the words “intending to be legally bound.”
So just how did the employer snatch victory from the jaws of defeat after botching a diabetic employee’s request to work a modified schedule?
Find out after jump…
Much in the same way that you don’t need to accommodate an employee who shows up drunk on Mike’s Hard Lemonade.
This is the stuff they don’t teach you in your PHR course curriculum, amirite?
More after the jump…
The folks over at Blogging4Jobs.com have compiled a selection of the best blog posts on discrimination, contracts, & compliance for the December ’14 edition of the Employment Law Blog Carnival.
Be sure to check it out.