I’ll bet the father didn’t “like” that so much.
Get it?
Dad is the former headmaster at a school in Florida. When the school failed to renew his employment contract, he sued for age discrimination and retaliation. Eventually the two sides settled, with the school to pay $10,000 in back pay, $80,000 as a “1099”, and $60,000 to dad’s attorneys.
The other day, Deadspin tweeted this headline:
The Employer Handbook Blog
Carlos Martinez’s Twitter favorites: a big ol’ wall of porn http://t.co/SA3qss6nrr
— Deadspin (@Deadspin) February 24, 2014
Three years at this blog without discussing mohawk hairstyles in the workplace. Now, two posts in one week. Which reminds me of the time I dressed up as BA Baracus for Halloween in law school
Ah, yes. That mohawk….and BA’s fear of flying. Ties right into today’s post.
(I love it when a plan comes together)
Those four-letter federal employment statutes — FMLA and FLSA — can be a real pain in the ass, amirite?
Today’s let’s focus on a major employer pitfall: intermittent leave under the Family and Medical Leave Act.
The FMLA regulations define intermittently leave this way:
That social media policy of yours. The one in which you begrudgingly tolerate employee social media use on their own time and roadblock their efforts to use it at work.
You may want to revise it. ASAP!
Chad Brooks at Business News Daily reports here about a recent study by two members of the Society for Industrial and Organizational Psychology, which concludes that workplace morale improves when employees use social media on their smartphones at work.
That’s how I start my next oral argument when defending a claim made under the Americans with Disabilities that one of my employer clients regarded an overweight plaintiff as disabled.
So, who wants some of what I’m drinking today?
Hey, it’s peppermint tea, jerk! And I’m not pulling this blog lede out of my butt. Well, not completely, I’m not.
Here’s a little HR Pro Tip from your old pal, Eric.
If, around Halloween time, an employee requests permission to hand out bags of candy containing “gospel tracts,” which depict Muslims and Catholics and state that they should all go to hell, you just go ahead reject that religious-accommodation request.
(More on religious accommodations here)
Let’s assume that you run a factory in which employees are scheduled on one of two shifts: (1) 6:00 AM – 6:00 PM; or (2) 6:00 PM to 6:00 AM.
One of your employees comes to you with a doctor’s note which states that working the graveyard shift will cause the employee to suffer migraine headaches and insomnia.
The Americans with Disabilities Act requires that employers accommodate employees with disabilities if doing so will allow the employee to perform the essential functions of her job without creating undue hardship for the employer. One way in which an employer can reasonably accommodate an employee is through schedule adjustment or shift change.
Just a reminder that some managers still engage in really stupid behavior.
I was reading this case about an HR Manager of a dentistry practice.
Following an interview between a dentist in her practice and an African-American woman, the dentist allegedly commented to the HR Manager that the person would not be hired, as there were already too many blacks in Lewisville. The HR Manager then supposedly responded that “race is irrelevant.”
When you think of minor league baseball, you may draw on movies like Bull Durham or The Rookie; long bus trips from stadium to stadium where teams play in front of small crowds for small pay.
Well, apparently, the pay may be small enough to trigger a violation of the Fair Labor Standards Act
As pitchers and catchers being to report for Spring Training, Craig Calcaterra at NBC Sports HardBall Talk reports here that three minor league baseball players have initiated a putative class action in federal court against Major League Baseball, among others. In the Complaint (copy here), the plaintiffs allege violations of the FLSA stemming from the failure to pay minimum wage and overtime for working more than 40 hours per week.