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LEGO MARVEL AVENGERSI had one date circled — one date between now and the end of the year.

Later this week, on November 17, Netflix releases Marvel’s The Punisher. If you’ve dorked out gotten culture with any of The Defenders series, then, like me, you’ve been chomping at the bit for this release. But, if you need some enticement, check out the official trailer for Marvel’s The Punisher. It opens with Frank Castle as an early contender for Father Of the Year, teaching his kid Metallica on an acoustic guitar. Seconds later, Castle’s entire family is dead and he’s talking about infiltrating a covert CIA operation. And, at the 1:22 mark of the trailer, we have this exchange between Frank Castle and a sidekick:

Sidekick: You and me, we want the same thing. So, work with me.

Frank Castle: On one condition. I’m gonna kill ’em all.

Sidekick: Yeah, I can live with that.

Dammit, Netflix! Stop twisting my arm! Cause, it hurts so good.

***blows smoke and starts chewing bubble gum cigarette***

Now, if you’re going to circle one other date on the calendar, may I suggest December 7? Yep, I’ve buried the lede long enough. Continue reading

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plant-paprika-pepper-grow-82728We’re still got about a month and a half to go, and the list of notable sexual harassers (allegedly) is growing faster than my youngest can eat her peas.

Often, when we hire high-level executives, we resort to employment agreements. And in those employment agreements, we include provisions requiring the new hire to affirm that working for the new company will not cause that person to violate any restrictive covenants or other pre-existing agreements.

So, I have a question for you. Continue reading

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When a company has an employee who is approved for leave under the Family and Medical Leave Act, sometimes that employer get nervous about parsing FMLA-qualifying absences from other sick days that have nothing whatsoever to do with the employee’s underlying serious health condition. The end result is an employee who gets not only FMLA leave but extra leave that exceeds his or her bank of time off.

Those employers, well, they’re shook!

Let’s see how one employer handled it the right way.
Continue reading

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Image Credit: YouTube.com (screenshot)

Juli Briskman was out riding her bicycle when she was passed on the road by Donald Trump’s motorcade. So, she showed ’em the middle finger.

And, it was at that precise moment that a White House photographer traveling with the president as he left one of his golf courses happened to catch the one-finger salute on film. Ms. Briskman a viral star on social media.

Who knew that she would lose her job for it so quickly? Continue reading

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“There’s Little Evidence Sexual Harassment Trainings Work,” wrote Madison Pauly in this article at Mother Jones.

Ms. Pauly notes that the U.S. Equal Employment Opportunity Commission received over 162,000 EEOC Charges of Discrimination between 2010 and 2015. Plus, she cites a University of Oregon associate law professor’s study, which concluded that trainings are “too often ‘a hollow exercise in corporate compliance’ that tend to emphasize that harassment is bad for workplace productivity while glossing over the point that harassment is a kind of discrimination—which she believes could serve a ‘moral anchor’ to make the trainings more convincing.”

Is Ms. Pauly’s article on point? Maybe. Actually, before I commit, let me google “moral anchor.”

Ah, nuts to that. Here’s my hot take on five more reasons why your workplace anti-harassment training is ineffective. Continue reading

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Image Credit: Pixabay.com (https://pixabay.com/en/wave-water-sea-tsunami-giant-wave-11061/)

And here you thought you were so smart by getting all of your employees to agree to class-action waivers and binding arbitration of all employment-related claims.

Maybe not so much. Continue reading

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