Just be sure to wipe off the coffee grounds.
And cross out all of those outdated references to MySpace and Friendster in the social media policy. Continue reading
I’m used to it by now.
Maybe it’s a conversation at a networking event or a question from the audience at an HR session. You know what I’m talking about. That hypothetical legal question (with three follows ups) that someone asks for a friend (while everyone else rolls their eyes).
Look. It’s cool. I get it. No hard feelings.
And to prove it, I’ve got a bunch of freebies to maybe save you another call to your lawyer. Continue reading
Ironically, it happened on the same day that President Trump nominated U.S. Equal Employment Opportunity Commission Commissioner Chai Feldblum, a true champion of LGBT workplace rights, to serve a third term at the EEOC. Yesterday, the U.S. Supreme Court declined to grant certiorari in Evans v. Georgia Regional Hospital.
In plain English, the Supreme Court passed.
And somehow I managed to pull myself out of the fetal position to type this post. Continue reading
Thank you to everyone who tuned in to “The Employment Law Year in Review” webinar we hosted yesterday. A couple of housekeeping items:
For those of you who work in HR, what do you do when you learn that an employee has filed a charge of discrimination with the U.S. Equal Employment Opportunity Commission alleging a violation of the Americans with Disabilities Act?
Raise your hand if the answer is not publicizing details of the charge, including the employee’s name, union affiliation, and information about the medical restrictions on his ability to work, in a letter to 146 members of his union local. Continue reading
A few years ago, one of my colleagues emailed me and asked if I would review a particular question on a client’s job application. Specifically, the client wanted to know whether a certain health-related inquiry was something the client could do before extending a conditional offer of employment.
Well, not only was this particular question unlawful, so were the other four I found on the job application. They all violated the Americans with Disabilities Act. Every. Damn. One.
But, was this an anomaly? If we drained the ADA-noncompliance swamp, would we only find this employer?
My bottles of Drakkar Noir and left arm adorned in shiny Rowleckses says, “No.” Continue reading