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.
Last night, while you we sleeping in your comfy beds — me, on a pile of money, blogging power and, yes, ego — a Texas federal judge entered an injunction against the final “blacklisting” rules and guidance of the U.S. Department of Labor (DOL) and the Federal Acquisition Regulatory Council.
.png "By Steph141disavowed (Own work) [CC BY-SA 4.0 (http://creativecommons.org/licenses/by-sa/4.0)], via Wikimedia Commons")
Hold up. I need to catch my breath after last night’s episode of The Walking Dead.
(Don’t worry. No spoilers ahead).
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.
You’re almost there. The only thing that can stop you now is this Calvin Harris tune that’ll get stuck in your head all day.
As a corollary to yesterday’s post about David Lopez stepping down as EEOC General Counsel —
*** Googles “corollary” — swish! ***
— I bring you news of two recent court decisions advancing LGBT rights at work.
Yesterday, the U.S. Equal Employment Opportunity Commission announced (here) that its General Counsel, David Lopez, would be leaving the agency in December.
On average, organizations gave mothers 41 paid days of maternity leave, compared with 22 paid days of paternity leave for fathers. That statistic comes from 2016 Paid Leave in the Workplace, a survey recently conducted by the Society for Human Resource Management.
Does this disparity demonstrate discrimination against men?
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")