Plus, it may violate the Americans with Disabilities Act too.
How one company’s alleged blunder turned into an ADA lawsuit and a blog post at https://www.theemployerhandbook.com…after the jump…
Welcome to The Employer Handbook.
Extending the fifteen minutes of fame of a trash-talking blogger/teacher by a 300 word blog post.
After the jump…
Because all the other blogs will say “paramour” or “lover” in the lede, and I need to remain relevant (or “down,” if you will) with my more trendy readers.
Over the weekend, I read this case in which a male plaintiff alleged discrimination because his supervisor was allegedly schtupping a female subordinate and treating her better.
(The court said “voluntary romantic affiliation,” but why say in three words, what you can say in one).
Just in case you thought that the United States Equal Employment Opportunity Commission uses a soft touch towards any business that may discriminate — let alone a charity.
Earlier this week, the EEOC announced here that Goodwill Industries will pay $100,000 to settle a long-standing retaliation lawsuit.
In its lawsuit, the EEOC charged that Goodwill retaliated against a worker by firing her after she testified on behalf of another Goodwill employee in a previous federal sex and age discrimination lawsuit.
Back when I was a young aspiring blogger — as opposed to the blog king I am now — I asked my audience (here) for some feedback to improve this jawn.
Well, you gave it, I improved it, and I’ve been turning down multi-million dollar offers to sell this piece ever since.
I won’t sell out — yes, I will — because I love you all and no one could handle The Employer Handbook with the grace and dignity it deserves.
//www.youtube.com/watch?v=-RvNS7JfcMM
Before law school was even on the radar for me, I knew that coitus on office furniture was a workplace no-no. And ignorance is not a defense.
But, maybe Seinfeld isn’t a thing in Indiana.
My cold, black employment-law heart is numb to just about anything.
I remember this one time, early in my career, when I had to depose a teenage female plaintiff and ask her, with her mother present in the room, whether it offended her that her alleged male sexual harasser wanted to have a threesome with her and her mother.
Back then, it seemed salacious. Now, it’s like, whatever. Most of this stuff just rolls off of my shoulders.
According to a Friday report from Cynthia L. Hackerott at Wolters Kluwer, President Obama will sign an Executive Order today banning discrimination against LGBT employees by federal contractors.
Last month, I blogged here that the White House had announced that it intended to eventually ban LGBT discrimination by federal contractors through Executive Order because the Employment Non-Discrimination Act (ENDA), did not make it through Congress.
Since that time, several gay-rights groups withdrew their support for ENDA, fearing that it afforded “religiously affiliated organizations … a blank check to engage in workplace discrimination against LGBT people.”
Let’s assume that you operate a business in New Jersey. And you get to thinking:
“What if we put a provision in our employment application, by which a job applicant waives the two-year statute of limitations applicable to most workplace claims and shortens the period for such claims to six months?”
Would that be enforceable?
The Employer Handbook Blog