By The people from the Tango! project – The Tango! Desktop Project, Public Domain, Link
Last night, I read with interest — lawyers always read with interest, that’s why we get to charge the big bucks — about a new employment law that will take effect in California at the start of 2020. Continue reading
Image Credit: Grouch (Joker Parody) – SNL (YouTube)
Let’s pretend that you operate a sanitation company. One of your employees — let’s call him ‘Oscar’ — tells you that he would like to take a multi-week sabbatical to learn more about his job and spend some time living in a trash can. Continue reading
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Back in the early Summer of 2017, most of the experts — the pundits, if you will — were predicting that American businesses were not going to spend as much in 2018 on advice from employment law attorneys.
Then, in September 2017, along came a guy named Harvey Weinstein. Continue reading
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Earlier this week, I detailed several feeble retaliation claims that a federal court easily brushed aside.
Today, I’ll talk about another retaliation claim that almost suffered a similar fate until one of the most conservative federal appellate courts in the country breathed new life into it. Continue reading
By Franz Jantzen, Collection of the Supreme Court of the United States – https://www.oyez.org/justices/neil_gorsuch, Public Domain, Link
After reading 133 pages of transcripts from yesterday’s two (1, 2) oral arguments in the three LGBT workplace rights cases pending before the Supreme Court, three things are clear to me: Continue reading
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It’s been a while since the Supreme Court weighed in on a big-time employment-law issue. That’s about to change.
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Retaliation is one of the most common employment claims pursued in court. Indeed, it’s the #1 claim individuals make at the U.S. Equal Employment Opportunity Commission (EEOC).
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Just before Christmas last year, a referee in a high school wrestling match in New Jersey told an African-American wrestler that he must cut his dreadlocks or forfeit the match. This made national news.
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Often, when I present at HR events on reasonable accommodations under the Americans with Disabilities Act, I’m asked about how to deal with disciplining employees who wait until after the performance issues arise and the progressive discipline follows to request an accommodation.
Specifically, do you have to excuse prior performance issues that may have been disability-related? The answer was no.
And based on this federal court opinion I read recently, the answer is still no. Continue reading
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(Eric, have you been drinking Peach Schnapps again?) Continue reading
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