As I reported last week, after receiving over 600 public comments on its proposed regulations implementing the Americans with Disabilities Act Amendments Act (ADAAA), the EEOC has released its final rules.
So what’s in these rules? And how will they affect employers? I’ve got a nice summary from the EEOC after the jump.
Congratulations!
Because you are reading this post, you somehow made it past your company’s internet firewall. That, or you’re a horny perv, Googling some effed-up search terms. But I’m a lawyer; I don’t judge.
Either way, continue reading.
After the jump, it’s the female bartender/server who is now suing her employer, the Wild Beaver Saloon, *** borderline-NSFW link *** because she claims they fired her for getting pregnant!
Hot off the press!
The EEOC has released its final ADA Amendments Act regulations. You can read the press release and get a copy of the regulations here.
For some prior posts at https://www.theemployerhandbook.com about the ADA, ADAAA, and the supporting regulations, click here and here.
Two Philadelphia posts in a single week. That’s called keeping it real.
For local employers, keeping it real may mean moving out of the city, as the cost of doing business in Philadelphia could be on the rise.
Check out this post I did for The Legal Intelligencer about a bill that City Council is currently considering that would require businesses to provide paid sick leave to employees who work a minimum number of hours in Philadelphia County.
In a 6-2 decision, the Supreme Court held yesterday that a company may not retaliate against an employee who orally “filed a complaint” about perceived Fair Labor Standards Act (FLSA) violations.
After the jump, I’ll break down this decision, just what it means to orally file a complaint, and the impact yesterday’s decision will have on employers.
For now, yes.
However, a bill presently pending in City Council could change that very quickly. I’ll break down the bill and the impact it will have on local employers after the jump.
An NBA referee, Bill Spooner, has filed a defamation lawsuit against a AP reporter, Jon Krawczynski, who made this tweet:
A look at this lawsuit and a lesson for companies that have employees who tweet (i.e., all of you), after the jump.
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“The Employer Handbook rules, dad!”
Last month, my wife gave birth to a beautiful little girl, Ivy Lynn Meyer. So it only seems fitting that a post should follow involving the Family and Medical Leave Act.
Imagine having an employee who needs time off for surgery. She completes the requisite paperwork and is approved for FMLA leave. During her FMLA leave, the employee’s supervisor contacts her weekly to inquire when she will be returning to work.
How many of you think this may be a problem if the supervisor making the call doesn’t know what she is doing? Me too. I’ll show you why after the jump.
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Beginning in October 2007, a doctor at a chiropractic practice repeatedly sent lewd and sexually offensive text messages at all hours of the day and night to his receptionist in which he requested sexual favors and made lewd comments such as:
The receptionist sued her employer for, among other things, sexual harassment…and lost!
Find out how, after the jump.
It seems like every week day that we read stories about employees who get disciplined for posting stupid sh*t online. Although no business is immune to stupid employee behavior, employers that implement social media policies can reduce the risk of online idiocy.
Still, I am often asked if employers should require job applicants to divulge internet passwords to facilitate background checks and to reduce the risk of hiring employees who misbehave online.
Good question. A discussion follows…after the jump.
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