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Blogger Claus — that’s me, I’m the non-denominational, workplace-friendly Blogger Claus — wants to reward his good readers with some holiday cheer.
(The bad readers get two EEOC Charges and will be fed to Krampus).
I know y’all are waiting with baited breath — wait, hold do you bait breath? Like a putting a worm on a fishing line or something?
***Googles***
Right, as I was saying, I know y’all are waiting with bated breath for me to publish all of those reader-submitted holiday-party “yowzas” I asked you to email me yesterday. But, let’s give that one more day to marinate — build the suspense.
(You can still get in the on the party. Just read yesterday’s post and holler at your boy).
Today, I want to take you to school to discuss the Americans with Disabilities Act and job descriptions.
Check that. Bad job descriptions.
I brought my pencil! Gimmee something to write on.
Actually, as I see it, yes, Eric is utilizing hyperbole.
But, this recent Eighth Circuit opinion in a case involving the duty to accommodate under the Americans with Disabilities Act is a dicey one for employers.
If your Saturday night consists of nerding up on HR compliance with both the Family and Medical Leave Act and the Americans with Disabilities Act, why fight it? We’re kindred spirits. So, take my hand…
Or, maybe just email me — yes, email is better — for the scintillating PowerPoint debuting today at the 2016 PA SHRM State Conference.
And prepare for a magical 9/24.
Earlier in the Summer, I blogged here about this federal court opinion, recognizing that a convenience store may have violated the Americans with Disabilities Act by firing a diabetic cashier.
The facts showed that the diabetic cashier twice violated the store’s grazing policy by removing bottles of orange juice from the store cooler without immediately paying for them. Except, she may have taken the OJ, because the store otherwise refused to accommodate her disability. Continue reading
Had I represented the plaintiff in this case, I would’ve found a way to incorporate this .gif into my brief opposing the employer’s motion for summary judgment.
The Employer Handbook Blog
.jpg "By greeblie from US (Instrument Of Evil?) [CC BY 2.0 (http://creativecommons.org/licenses/by/2.0)], via Wikimedia Commons")