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If the movie “Office Space” has taught me anything, it’s to wear 37 pieces of flair to work — do more than the bare minimum — and to use a cover sheet with my TPS reports.

And never mess with a man’s stapler. That too. Especially when you’re also moving the man’s desk four times and sending him to the basement. Because that could be age discrimination.

No, seriously. I was reading this decision from the United States District Court for the Eastern District of Pennsylvania. It involves claim of age discrimination where, the over-40 plaintiff claimed that he was “functionally replaced” by an employee who was substantially younger than him.

Back in 2010, when the The Patient Protection and Affordable Care Act went into effect, the Fair Labor Standards Act (FLSA) was amended to require a “reasonable break time for an employee to express breast milk for her nursing child for 1 year after the child’s birth each time such employee has need to express the milk.”

Generally, employers are not required to compensate an employee for the break time to express milk, and an employer with fewer than 50 employees does not have to comply with the rule if it would pose an undue hardship.

One more minor caveat — of which I must admit, I was not aware — the law only covers non-exempt employees. (Although, I imagine that most businesses afford the same dignity to exempt employees too).

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Last week, before the Memorial Day weekend, Oregon Governor John Kitzhaber signed into law this bill, which prohibits employers from requiring or requesting that employees or applicants for employment:

  1. Provide access to personal social media accounts,
  2. Add employers to social media contact lists, or

Yep.

And not even the Associate General Counsel at the National Labor Relations Board could save this employee.

In Tasker Healthcare Group, d/b/a Skinsmart Dermatology, the Charging Party — and nine other people (of whom seven were current employees) participated in a private group message on Facebook. During that sesh, the Charging Party started mouthing off about his employer, saying, “They [the Employer] are full of shit … They seem to be staying away from me, you know I don’t bite my [tongue] anymore, FUCK…FIRE ME….Make my day…”

Or as I like to refer to it, an excuse to play Pearl Jam, Nirvana, and Alice in Chains on the blog.

Here is a link to Washington’s new law.

Up next for a new social media workplace privacy law should be New Jersey, where the Assembly recently gave its unanimous approval to the Governor’s conditional veto of recent legislation.

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Consistent with its strategic plan to provide up-to-date guidance on the requirements of antidiscrimination laws, last week, the United States Equal Employment Opportunity Commission issued this press release in which it announced that it had revised guidance on how the Americans with Disabilities Act applies to applicants and employees with cancer, diabetes, epilepsy, and intellectual disabilities. You can find links to that revised guidance here.

And earlier in the month, the EEOC held a public meeting on employer wellness programs and how they may be impacted by not only the ADA, but also the Genetic Information Non-Discrimination Act (GINA). You can view a copy of the press release here. Suffice it to say that, until the EEOC offers further guidance on these issues — and even when it does — consult with an employment lawyer before implementing or updating one of these programs.

Earlier this month, Philadelphia Mayor Michael A. Nutter signed legislation that provides a credit to employers who offer health benefits to same-sex couples, life partners and transgender employees.

It took less than 50 days from the date that City Council introduced this bill for it to become law. This press release from the City of Philadelphia notes the other highlights of the law:

    • Amends various titles of The Philadelphia Code to provide for equality of treatment of all persons in the City of Philadelphia regardless of gender identity or sexual orientation, including by further providing for the definition of “Life Partnership” and “Life Partner,” and for protections, rights, benefits and responsibilities of Life Partners;

I had a guest post on something or other all lined up to go today. But, I’m going to push that off until next week. Instead, I’m going to write about my mom.

She died suddenly yesterday. Just 64; way too soon.

In many ways, I’m sure she was just like your mom. What stands out most is how much family meant to her.

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