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Want to sit at the cool table next week at SHRM16? Well, I’ll be there. So, if you’d like the secret password or just want to meet a real blogging-employment-lawyer legend in person, email me. (Yes, I’ll have some swag).

Or, head over the EEOC’s website, print out this Sample ADA Notice for your employer-sponsored wellness program, and memorize the EEOC’s “Questions and Answers: Sample Notice for Employees Regarding Employer Wellness Programs.”

Then, while the rest of those nerds are Snapchatting about Strategizing Radical Change by Becoming a Disruptive Leader, show ’em some side eye, and bask in your ADA/GINA compliance.

A tight squeeze Project 365(2) Day 357

About two years ago, I blogged here about this decision from the NJ Superior Court, Appellate Division, where the court held that an employer and employee could agree to shorten the statute of limitations on employment claims. For example, in Rodriguez v. Raymours Furniture Company, Inc., conspicuously placed in its application materials, was language requiring that any employment-related lawsuit against Raymours be filed within six months of whenever the claim arose. Thus, if one of these employees was later discriminated against, he would have to file his lawsuit within six months (rather than within two years, as New Jersey’s Law Against Discrimination permits).

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The-play.jpgOn December 1, 2016, the new Department of Labor overtime rules will take effect. Yesterday, Senate labor committee Chairman Lamar Alexander (R-Tenn.) and Senate Homeland Security and Governmental Affairs committee chairman Ron Johnson (R-Wisc.) announced (here) new legislation under the Congressional Review Act to to stop the overtime rules dead in their tracks.

You ever see that scene in Minions where the caveman tries to stop a bear with a flyswatter?

Keep preparing for the new overtime rules.