Today’s post is brought to you by the letters S, E, and O.
With a tip of the hat to whomever posted a link to this story on Twitter, it got me reading about this app that companies can install on employees’ smartphones and tablets that would preclude them from accessing work-related email on those devices.
Why would you want to do that?
Whether a department of many, or just one, your job as an HR professional has you juggling many balls. You’re running an open enrollment, conducting a workplace investigation, recruiting, wage-setting. Cot’ damn, you’re busy!
To get those tasks done, you’d better have the gift of gab.
Or not.
Is verbal communication an essential function for a Human Resources Specialist? A federal court just examined this question under the Americans with Disabilities Act.
Click through for the answer…
Yesterday, I addressed how what an employee says on Facebook can mean losing a job offer. In that case, the National Labor Relations Board determined that insubordination on Facebook is still insubordination and, thus, grounds for termination.
Today, after the jump, we’ll discuss how threats of violence on Facebook too are grounds for termination…
Even the National Labor Relations Board agrees.
Case in point, two people (Moore and Callaghan) who worked at a teen center during the 2011-2012 school year were sent re-hire letters for the 2012-2013 school year. After the school sent out the re-hire letters, it learned of a Shakespearean Facebook exchange between Moore and Callahan which included the following:
“I don’t want to ask permission . . .”; “Let’s do some cool shit, and let them figure out the money”; “field trips all the time to wherever the fuck we want!”; “play music loud”; “teach the kids how to graffiti up the walls . . .”; “we’ll take advantage”; “I AINT GOBE NEVER BE THERE”; “they start loosn kids i aint helpn”; “Let’s fuck it up”.
Five minutes ago, after taking the obligatory selfies and between games of Candy Crush, one of your employees texted (because, calling in, as if!) from an Ebola quarantine tent to alert you that she will be out of work for 21 days, while under observation for Ebola.
As an employer, what are your obligations? What workplace laws are implicated?
And, of course, because half of you are thinking it, can you just fire her?
Because this post has nothing to do with clicks or SEO — nothing whatsoever — click through for the answers…
I’ll be at the SHRM Lehigh Valley Annual Conference today presenting “What’s Hot at the EEOC…and How to Avoid Getting Burned!” with the EEOC’s Mary Tiernan.
If you’re at the conference, stop by with pizza and beer and say hello with pizza and beer.
However, if you can’t make it, Domino’s delivers, and you still want to get your Equal Employment Opportunity learn on, then there’s this from the from the EEOC:
After the jump, more proof that both entry-level employees and C-Suite executives can do dumb stuff and receive the Vince McMahon treatment…
It’s that time of year again. Open enrollment, flu shots, and CareerBuilder.com’s list of the most creative excuses for missing work.
But before I get to that, how about some missed-work statistics based on responses from 2,203 hiring managers and human resource professionals, and 3,103 U.S. workers (employed full-time, not self-employed, non-government).
- 28% of employees have called in to work sick when they were feeling well
See that lede right there! That’s journalism, baby!
After the jump, let’s talk about what it means to have a disability under the Americans with Disabilities Act Amendment Act.
I’m talking about a $620,000 jury verdict and nearly $165,000 in attorney’s fees.
Let’s discuss reverse-race discrimination after the jump…
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