The Employer Handbook Blog
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Yesterday, you provided some great feedback on mediation. And, today, I want to share those results.
Articles Posted in Attorney Practice Tips
HELP! DocketBird, PacerPRO, or Bloomberg Law? What’s the best for docket tracking and searches?
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Attorneys, I could use your help. Continue reading
If you think you’re gonna get sued, protect your documents! Or else bad things may happen.
Today’s post is brought to you by the letter “S.” Continue reading
Note to self: Refrain from using bag of tricks in Indiana.
What if.
I’m just saying, what if you could have an employee sign some sort of a contract, maybe an employee agreement, in which the employee agreed to shorten the statute of limitations on all employment claims to six months.
Given that employees often have years in which to assert claims, the ol’ statute-of-limitations shortener could be a gold mine!
That moment HR discovers its $2,666,594.03 typo in a fully-signed severance agreement
Back in the day, landing on “Community Chest” in Monopoly was second only to building hotels on Boardwalk.
But, even with inflation, neither approaches the feeling of discovering that your employer goofed by agreeing to provide you with $2,747,400 in severance pay, rather than the previously agreed-upon $80,805.97.
Yep, that happened.
Rut roh! Continue reading
The 6 Ways “Covfefe” Can Improve HR Compliance
It all began last week with a (possible) typographical error in a tweet from our 45th President, “Despite the constant negative press covfefe.”
At first, President Trump’s tweet confused us; “covfefe” even stumped a spelling bee champ while creating a spike in demand for novelty license plates.
But then President Trump doubled down on Twitter, “Who can figure out the true meaning of “covfefe” ??? Enjoy!” Well, his Press Secretary, Sean Spicer, told reporters, “The president and a small group of people know exactly what he meant.”
Folks, you’re in luck! As part of that small group of people, I know exactly what President Trump met. You see, “covfefe” is the solution to all of your HR-compliance problems.
Pish-posh to everything we ever knew about litigating discrimination claims
I feel naked. And, I have the vapors.
Quick! Someone fetch me my diamond-studded bathrobe and, oh yes, my pearls for clutching.
Is a confidentiality provision in an employee settlement agreement worth the paper it’s printed on?
A reader emailed me yesterday.
“Hey Eric, Clients are wondering about value of settlement NDAs after ex-Fox News HWE victims go public despite contracts. Your reaction?”
What HR can learn from those hella-dumb DNC leadership emails.
About a year ago, I had a post entitled, The “E” in E-Mail stands for Exhibit. As in Exhibit A. Here’s a snippet:
As part of my respect-in-the-workplace training, I tell employees and managers that bad e-mails are like dirty diapers: they stink and they never go away.
Yeah, about that…
9 simple steps to drafting a bangin’ EEOC Position Statement
If you’ve ever had to address a Charging Party’s EEOC Charge of Discrimination, you know that drafting a good Position Statement, in which the specific claims of discrimination are addressed and supported with documents and facts is hella-key.
This especially holds true now that the EEOC has announced new nationwide procedures that provide for the release of a company’s Position Statement and non-confidential attachments to a Charging Party or representative upon request during the investigation of a charge of discrimination.
So, how do you draft a Position Statement that makes the EEOC like, and the Charging Party like?