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I’m taking the day off. I think I deserve it.

So, after the jump, we have a guest post from Angelita Williams. Angelita writes on the topics of online courses. She welcomes your comments at angelita.williams7@gmail.com.

(BTW – If any of you lovely readers are interested in guest posting here at the ol’ Handbook, email me).

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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”. So, let’s get right to today’s question:

Let’s say I have a former employee who files a charge of discrimination with the EEOC. If a potential new employer comes calling from a job reference and I…

  1. give my former employee a bad reference;

Is there anything that Twitter can’t do?

*** Twitter, make me a sandwich! ***

Anyway, after the jump, news of three congressional aides who could use a job, a mixed-martial artist whose bosses don’t appreciate tweets about “rape vans,” and a convicted murderer on death row who is going to get a new trial because of a juror’s tweets…

 

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There is no federal law that specifically prohibits obesity discrimination. But is the Americans with Disabilities Act broad enough to cover discrimination against the obese? Well, if you read my blog regularly — Hi Dad! — you know that a hyper-obese Homer Simpson is not disabled, but this 680-pound Texas may be. So, we need a tiebreaker! And, it just so happens that I have one, after the jump…

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Back in August, I blogged about a case where a federal court held that an employer inquiring about an employee’s retirement plans, alone, does not discriminate on the basis of age. But what about relentlessly browbeating a plaintiff into retiring? Could that be age discrimination? What do you think, Brett? Find out after the jump…

 
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So, yeah, in cased you missed it, yesterday, was part one of a gripping two-part series about how employees who share XXX at work tend to get the short-end of the litigation stick should they later decide to sue their employers.

Today, we conclude this series — thankfully — with a look at a hospice nurse who felt it appropriate to share cell phone shots of her boyfriend’s wee-wee with some of her patients. She then takes FMLA leave and, yeah, you can see where this is headed (after the jump…)
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Your employees view pornography. Well, some of them do.

I know this may be a shock to some. And if you are one of those people, and you run a business in one of the mid-Atlantic states, give me a call. We should talk sometime. Then, I’ll hit you over the head with a proverbial tack-hammer.

Until then, over the next two days, I’ll address two recent examples of where nekkid pix caused employees to lose lawsuits against their former employers. The first case — an age discrimination matter — follows after the jump

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“Doing What’s Right – Not Just What’s Legal”