The bottom of the first page of this recent federal court opinion in EEOC v. Star Transport, Inc. really grabbed my attention:

In December 2008 or January 2009, Edward Briggs became Star Transport’s Human Resources Manager. He received no training on anti-discrimination laws, was not aware of any exceptions to the “at will” employment policy, had never heard of Title VII, and had no understanding of the company’s obligation to accommodate an employee’s religious beliefs. Gene Ozella was Star Transport’s Personnel Manager from 2008 to 2011; he also received no training on anti-discrimination laws…

How do you think this religious discrimination case is going to end for the employer?

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Last Friday, I had the honor and privilege of presenting at the Philadelphia Association of Paralegals’ Education Conference. The class was essentially a primer on the basics of employment law, during which I emphasized both the types of claims on which paralegals may assist clients, and the employment-law issues that the audience may encounter for themselvesat work.

We explored discrimination, disability accommodations, family and medical leave. And then we got to the Fair Labor Standards Act.

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Greenwich Village Halloween Parade (6451247485)

You should know the drill by now. Once a month, I get to take a day off from blogging and hang out with the Bronies send you over to another HR/employment-law blogger who, in turn, shares with you tons of links to topical blog posts that would only appeal to HR-compliance nerds. And speaking of HR-compliance nerds….

You’re all in luck, chumps. Mike Haberman is hosting this month’s Employment Law Blog Carnival at the HR Observations Blog.

What are you waiting for? Get the heck off my porch and go to Mike’s blog!

Image Credit: InSapphoWeTrust from Los Angeles, California, USA [CC BY-SA 2.0], via Wikimedia Commons

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Last year, at about this time, I blogged here about a case involving some employees who thought that their employer had underpaid them. So, they discussed the matter at work. And then continued their conversation on Facebook, where they used language that wouldn’t quite make an Eagles fan in the 700 level of old Veteran’s Stadium blush. But, it would have earned a young Meyer some soap in the mouth.

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Fact or Fiction?That’s right folks. It’s time for another edition of “Fact or Fiction” a/k/a “Quick Answers to Quick Questions” a/k/a QATQQ f/k/a “I don’t feel like writing a long blog post.”

Many claims of discrimination require proof of what’s called an “adverse employment action.” A firing would qualify; so would an unpaid suspension. (But, not a paid suspension). Really, it’s anything that “materially adverse” to one’s job.

Ok. Suppose an employer withholds a discretionary bonus. Could that be discriminatory?

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SocialMedia Marketing

My kids know me as dad.

You folks; however, know me as a blogging all-star, one of the lawyers who’s killing it on Twitter, and an all around social-media dynamo.

*** you can stop clapping now ***

While you’ll probably never catch my social media star, if you’ve been thinking about dipping your toe into the social media pool to market your practice, check out my recent interview — because of course I’m getting interviewed — with Bentley Tolk at Legal Marketing Launch.

Whew, my ego needs a rest. If you need me, I’ll be in my hammock with a chalice full of Arnold Palmer.

Image Credit: By LaunchGuru (Own work) [CC BY-SA 4.0], via Wikimedia Commons


The regulations to the Americans with Disabilities Act include a non-exhaustive list of reasonable accommodations that may apply to allow an employee with a disability to perform the essential functions of the job. They include job restructuring; part-time or modified work schedules; reassignment to a vacant position; acquisition or modifications of equipment or devices; appropriate adjustment or modifications of examinations, training materials, or policies; the provision of qualified readers or interpreters. There’s also a catchall: “other similar accommodations for individuals with disabilities.”

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