If only I had a nickel for every time someone asked me, "How do you have time to blog every day?" The answer is simple:
Jolt Cola Juleps and rogue Keebler Elves I just enjoy writing. But even so, it can get tiring sometimes.
I was discussing this with a few HR blogger friends over dinner a few Fridays ago. They empathized. And then, I smiled, as whatever the opposite of writer's block is overtook me faster than a fat kid at a cake buffet:
I'll just do a post called "That's what she said."
Plagiarism! Double entendre + less work for me = one happy blogger dork.
I've struck gold...after the jump...
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Like yesterday's tweet from EEOC Commissioner Chai Feldblum, advising that Family Foods, Inc., which operates a chain of Taco Bell restaurants in eastern North Carolina, will pay $27,000 and furnish other relief to resolve a religious discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC) on behalf of Christopher Abbey, a practicing Nazirite who, in accordance with his religious beliefs, has not cut his hair since he was 15 years old.
*** Several years ago, I went about 9 months without cutting my hair and I had an afro that would make Dwayne Nelson from What's Happening!! jealous. True dat! Hey, hey hey...***
According to the lawsuit, sometime in April 2010, the company informed Abbey that he had to cut his hair in order to comply with its grooming policy. When Abbey explained that he could not cut his hair because of his religion, the company told Abbey that unless he cut his hair, he could no longer continue to work at its Taco Bell restaurant.
This EEOC press release confirms that, in addition to monetary damages, there is a two-year consent decree resolving the suit that requires Family Foods, Inc. to adopt a formal religious accommodation policy and conduct annual training on Title VII and its prohibition against religious discrimination and retaliation in the workplace.
And that's what she said...
(BTW - Yes, I'll have "that's what he said" posts too...eventually. No sexism here at The Employer Handbook.)