Image Credit: Maxpixel.net (https://www.maxpixel.net/Check-Envelope-Yes-No-Cross-Ankreuzen-Maybe-3413145)
On the same day that Starbucks closed more than 8,000 stores to train its employees on implicit bias (full curriculum here), an outspoken Hollywood celebrity stole the headlines with an explicitly-racist tweet. Continue reading
Image Credit: Pixabay.com (https://pixabay.com/en/fish-hook-symbol-silhouette-icon-304097/)
On a clickbait scale of 1-10, maybe a 9.
By Soberconnections [CC BY-SA 4.0], from Wikimedia Commons
Image Credit: Pixabay.com (https://pixabay.com/en/women-men-people-human-gender-149577/)
When you think about lawsuits involving transgender employees and issues of gender identity, most assume that those claims would be asserted as sex discrimination claims. Often, those cases involve allegations of sex stereotyping. Continue reading
Image Credit: Pixabay.com (https://pixabay.com/en/megaphone-speaker-speakers-speak-3272636/)
Here are the important announcements: Continue reading
I took this picture. Not bad, eh?
Filed under: “Didn’t think I’d be saying that in 2018.”
But, it’s all good.
I am grateful to Ben Eubanks and the Northern Alabama Chapter of Society for Human Resource Management for this opportunity to debut my new and improved “My Employees Can Miss How Much Work?!? Managing the Challenges of Leave Under the FMLA and ADA?” to a fantastic audience of HR professionals in Huntsville, AL today.
Photo by freestocks.org on Unsplash
Did you know that the Super Bowl MVP, Philadelphia Eagles (backup) Quarterback Nick Foles, has more playoff wins in the last three months (3) than the Dallas Cowboys have in the past twenty years (2)?
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
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
By rp72 (Opening o2 Arena London Bon Jovi) [CC BY 2.0], via Wikimedia Commons
The Employer Handbook Blog