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Trump & Clinton.jpg

Maybe.

(Hey, don’t blame me. I voted for Kodos.)

Either way, it’s free and I’ve done all the hard work for you. Indeed, here’s what I did:

  1. I went to Google.com
  2. I ran a few searches for stuff like “HR” and “2016 election”
  3. Lo and behold, this Google thing works

And here is your bounty:

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Small Businesses - geograph.org.uk - 682645.jpg
In their quest to survive and eventually thrive, many small businesses do not prioritize EEO compliance. I’m not saying that small businesses purposefully set out to break the law. It’s just that, with a limited budget, HR’s squeaky wheel isn’t the first to get greased.

Perhaps recognizing this reality, yesterday, the U.S. Equal Employment Opportunity Commission announced (here) that had released a new online resource center designed to help small business owners comply with the laws enforced by EEOC.

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If your Saturday night consists of nerding up on HR compliance with both the Family and Medical Leave Act and the Americans with Disabilities Act, why fight it? We’re kindred spirits. So, take my hand…

Or, maybe just email me — yes, email is better — for the scintillating PowerPoint debuting today at the 2016 PA SHRM State Conference.

And prepare for a magical 9/24.

A tight squeeze Project 365(2) Day 357

Earlier in the Summer, I blogged here about this federal court opinion, recognizing that a convenience store may have violated the Americans with Disabilities Act by firing a diabetic cashier.

The facts showed that the diabetic cashier twice violated the store’s grazing policy by removing bottles of orange juice from the store cooler without immediately paying for them. Except, she may have taken the OJ, because the store otherwise refused to accommodate her disability. Continue reading

Black List logo

In 2014, President Obama signed the Fair Pay and Safe Workplaces Executive Order. Folks like me on the management-side refer to this Order as the Blacklisting rules. In general terms (I’ll get a little more specific below), the Blacklisting rules require prospective federal contractors and subcontractors to disclose anything that may appear on a laundry list of labor-and-employment-law faux pas.

Last month, the Department of Labor (DOL) and the Federal Acquisition Regulatory Council (FAR Council) issued the final rules and guidance implementing the Executive Order.

If you read on, I’ll tell you who’s covered by the Blacklisting rules (hint: lots of government-contractor employers), what they say, and when they take effect. I’ll also include some tips about how you can proactively prepare for these Blacklisting rules now.

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