Replace Candy Crush high score with email contacts on a personal iPhone used for work (BYOD), and you have the issue that a federal court in Texas recently tackled.
The answer follows after the jump…
Last night, Mikhail Gorbachev and Ronald Reagan came to me in a dream.
You see, we were at a video arcade, the two of them playing the classic, Street Fighter. I had next. Mr. Gorbachev was playing as Zangief and President Reagan was Guile. Because, of course.
So, just as the Premier was about to close it out, the President dropped the controls, put Mr. Gorbachev in a headlock and gave him a noogie. I’m talking right on that spot! I mean, the more he noogied, well, the spot started to change colors. From red to silver to pure gold. At which point, Mr. Gorbachev turned to me and said,
“Meyer, start a series on your blog called What Would HR Do. Perestroika!”
Alrighty then. So, it begins. WWHRD coming up after the jump…
Just another HR Pro Tip from your old buddy, Meyer. Hey, what would you guys do without me?
Sage advice for American businesses coming up after the jump…
What else is there to blog about after reading a federal court opinion about Yolo (You Only Live Once) and sexual harassment?
Geez. Last night, I could have peed plutonium while flaming monkeys sprang forth from my word hole, and I still would have blogged Yolo.
More on Yolo after the jump…
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Maybe you’ve heard about it. I’m giving a little spiel today on social media in the workplace with a few friends at an event in Philadelphia. If I play my cards right, I’ll do as little speaking as possible on the dais.
Which means I’ll get my two cents in after the jump and discuss on a hockey coach who was recently fired for posting pictures of Nazi propaganda on Facebook.
In honor of Veterans Day…
- From the EEOC, “What You Should Know: EEOC and Employment Opportunities for Disabled Veterans“
- Also from the EEOC, “Veterans and the Americans with Disabilities Act (ADA): A Guide for Employers“
To prove sexual harassment, a plaintiff must have been subjected to pervasive or severe behavior based on the plaintiff’s sex. Further, not only would an objective person have to find the behavior offensive, but the plaintiff must be offended as well.
Usually, when a plaintiff claims sexual harassment, a court takes for granted that conduct at issue offended the plaintiff.
But, I just read about a case that bucked the trend.
More on this wacky case, and some workplace lessons for you guys…after the jump…
The Americans with Disabilities Act requires that companies provide a reasonable accommodation to an employee with a disability, if doing so will allow the employee to perform the essential functions of the job.
The ADA contemplates a number of different types of reasonable accommodations. One such accommodation is a transfer into an open position for which the disabled employee is qualified. But what happens when there is no vacancy. Must an employer bump another non-disabled employee to accommodate the one with the disability?
As an Ohio federal court reminds us in this recent opinion that the answer is no, unless special circumstances exist:
Even without a federal law that specifically bans discrimination in the workplace based on sexual orientation or gender identify, it’s no secret that one of the EEOC’s top priorities is to protect LGBT workers from discrimination.
And the EEOC is being quite transparent about it, with a new guide for employers and employees.
I’ve got that for you after the jump…
Just go ahead, and kill them dead!
But before I get to that, I want to quickly plug our free event next week on November 12, 2014. I’ll give you four reasons to attend:
- Chai R. Feldblum, Commissioner, U.S. Equal Employment Opportunity Commission
- Richard F. Griffin, Jr., General Counsel, National Labor Relations Board
- Harry I. Johnson, III, Board Member, National Labor Relations Board
- Free breakfast
Sure, I’ll be on the panel too, but do any of you really want to see me? Besides, I wouldn’t want to destroy the mystique of our intimate blogger-reader relationship? I imagine many of you now breathless, picturing an erudite, chiseled, scholar; the blogging prose, typos, and grammar mistakes dripping from my two-typing fingers, as I….I’ll stop talking now.
Details on the event are here. A few tickets still remain. RSVP fast!
After the jump, back to reality. Kill! Kill! Kill! (the policies…)
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The Employer Handbook Blog