Well, you can forget about that “place at the table.” That’s for sure.
***ducks thought-leader mashed potatoes and change-agent stuffing***
In these Summer months, it’s easy to relax a bit. For example, last weekend I spent Sunday morning sleeping off a fun Saturday night in the shade of a tree on my front lawn while my four kids played slip-and-slide
in traffic on the front lawn too. Although, I did catch my youngest two cooling off in drinking out of puddles on the sidewalk.
On Wednesday, the FMLA celebrated its 22nd birthday. Did you know that the U.S. is the only industrialized nation without paid family medical leave? Yes, really. And, while I don’t expect that to change anytime soon, you may be interested in learning how the DOL plans to enforce the law. Here’s a preview of FMLA enforcement trends from my buddy Jeff Nowak at FMLA Insights.
And here’s that Tove Lo song that I can’t get out of my head. Sorry.
Earlier this year, Kelly Osbourne walked out on E!’s Fashion Police shortly after her co-host, Giuliana Rancic, criticized a young African-American Disney star. Specifically, Ms. Rancic called out the actress for donning dreadlocks at the 2015 Oscars, saying that she must have smelled of “patchouli” and “weed.” Many found Ms. Rancic’s comments racist. Ms. Osbourne too must have been affected, because she told People Magazine that she left Fashion Police because she was not “going to sit there and perpetuate evilness.”
Fast forward several months. Continue reading
In a decision issued last week (here), the National Labor Relations Board ruled that “the filing of an employment-related class or collective action by an individual employee is an attempt to initiate, to induce, or to prepare for group action and is therefore conduct protected by Section 7 [of the National Labor Relations Act].” So, for example, if you fire someone for filing a Fair Labor Standards Act lawsuit on behalf of himself and other similarly situated employees, then you’ve violated both the FLSA and the NLRA.
Yes, if an employer actually retaliates in that manner, shame on the company. However, two things pique my interest here:
Obviously, the easy solution is don’t discriminate and don’t retaliate. But, lawsuits are based on a series of allegations. And, what percentage of employment lawsuits actually result in a finding of liability? Thus, even the appearance of wrongdoing may be enough for a second bite at the apple with an unfair labor practice charge decided by an Administrative Law Judge.
About 3 years ago, after a 6-day trial, a Colorado federal jury concluded that a plaintiff had been retaliated against for participating in a discrimination complaint process. But, the jury didn’t award her much: $14,000 for out-of-pocket expenses, and $5,000 for emotional distress, pain, suffering, embarrassment, humiliation or damages to reputation.
Then, her lawyers filed a motion for attorney’s fees and costs. Continue reading
Many of us, including me, have a loved one or friend who has suffered through mental illness. With proper treatment, counseling and support, the symptoms may be controllable. However, sometimes medication and treatment aren’t enough.
Mental illness, which generally qualifies as a disability under the Americans with Disabilities Act, can disrupt the workplace. And, it can create a big problem where the employee is a threat to himself or others. Continue reading