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Image Credit: Pexels.com and http://negativespace.co/photos/computer-in-bed-2/)

Do your employees appreciate that what they do on social media on their own time can cost them their job?

Do your employees think that “freedom of speech” can save them from getting fired? Continue reading

In an antique shop window

Pattie on Flickr (“In an antique shop window” https://www.flickr.com/photos/piratealice/3082374723)//embedr.flickr.com/assets/client-code.js

Even if you operate an antique shop, this sign is not a good look for your business.

So, as you can imagine, the State of Illinois wasn’t too cool with one of its local employment agencies taking out an advertisement in a local publication in which it sought “Lots of Mexicans” “Honest and sincere (provide the best Mexicans).” Continue reading

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Yes, those are two of my children. (Not pictured: “Dad of the Year” Trophy)

A little over two years ago, I blogged here about how the Fair Labor Standards Act and Family and Medical Leave Act may impact your business if it closes for a day due to inclement weather. Now that I work “in the cloud,” this doesn’t impact me. Heck, I’m probably three Starbucks Flat Whites in by the time you’re reading this.

And thank god for the blazing-fast wi-fi here. I can’t get over the clarity on the live feed of my kids shoveling the driveway. With the extra muscles and endurance they’ve added in the past few years, if I don’t see pavement by the time I get home…

Anyway, here’s the blog post. Continue reading

whisper

Image Credit: “Whisper” by Jamin Gray on Flickr (https://www.flickr.com/photos/jamingray/1056525232) //embedr.flickr.com/assets/client-code.js

Today, I’m going to revisit a topic that I’ve previously discussed a few times on the blog (here and here); namely, when is working overtime an essential job function under the Americans with Disabilities Act?

The quick answer is: the employer decides when.

But, let’s do a deeper dive. Continue reading

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Image Credit: Pexels.com (https://www.pexels.com/photo/black-calendar-close-up-composition-273011/)

Under the Family and Medical Leave Act, an eligible employee is entitled to take up to 12 weeks of job-protected leave in a 12-month period.

So, what happens if an employee exhausts 12 weeks of leave and doesn’t return to work on the next working day? Firing that employee wouldn’t violate the FMLA would it?

Or, could it? Continue reading

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