Image by TheDigitalWay from Pixabay
Several news outlets reported yesterday that a major airline that has already mandated employee vaccinations will begin placing employees on temporary unpaid leave if approved for a religious vaccine exemption. Continue reading
Image by Viktor Ivanchenko from Pixabay
Like many of you, news of the untimely death of Michael K. Williams shook me. RIP.
I thought more about Mr. Williams yesterday as I read two reports and recommendations from a Discovery Special Master assigned to a COVID-19 face mask case. Specifically, I remembered his infamous line as Omar Little from The Wire:
Last week, this Vyopta / Wakefield Survey about employee use of remote technology began making the rounds. The press release highlights “Online Accountability,” noting that nearly a quarter of those surveyed reported they have seen an employee fired because of video or audio conference mistakes. It seems that business leaders expect employees to figure it out — or pay the price.” Continue reading
I’ll bet you that they didn’t ask about this on the SHRM-CP exam, did they? Continue reading
Image by mohamed Hassan from Pixabay
It’s tough enough dealing with employees who submit shady doctor notes to avoid masks or getting a COVID-19 vaccination. (I find that letterhead printed on a Saltine is a dead-bang giveaway.) But, what happens to the doctors that write these opt-out letters?
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Hey, they can’t all be hip hop HR posts. But, you’ll be thanking me for helping to sleuth out what appears to be a big medical and religious COVID-19 vaccination accommodation scam now percolating on the West Coast and coming soon to a city near you. Continue reading
All right! Stop whatcha doin’. ‘Cause I’m about to — school you on the Family and Medical Leave Act.
Yes, it’s another hip hop employment law lesson, this time honoring the late great Gregory Edward Jacobs a/k/a Shock G a/k/a Humpty Hump. Continue reading
A 90s hip hop lesson on the Americans with Disabilities Act? 🎵🎧🎙
Yes, please. Continue reading
Image by Clker-Free-Vector-Images from Pixabay
According to Bloomberg Law, “broad liability protections that shield most or all businesses [from COVID-19 liability are in] roughly half of all states now.”
So let’s say that one of your employees is immunocompromised with an underlying disability, and she seeks an accommodation to mitigate the risk of her increased vulnerability to COVID-19. If the employers fail to accommodate, do “broad liability protections” under state law also foreclose COVID-19-related claims arising under the Americans with Disabilities or equivalent state disability-discrimination law?
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booledozer, CC0, via Wikimedia Commons
On Wednesday, I posted about a $250K Arkansas federal jury verdict against an employer for violating the Americans with Disabilities Act.
Well, you’ll never believe this! Earlier in the month, another federal jury in Wisconsin concluded that the same employer had violated the ADA. But this wasn’t any piddling $250K verdict. No, sir. The jury awarded $3,670,000 in compensatory damages and another $40,300,000 in punitive damages.
Back up the armored car! Continue reading
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