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?
Yup. EEO-1’s, open enrollment. That HR life’s a beach, amirite? Pass me a frozen beverage.
Oh, it’s Monday? Better make it two.
In their quest to survive and eventually thrive, many small businesses do not prioritize EEO compliance. I’m not saying that small businesses purposefully set out to break the law. It’s just that, with a limited budget, HR’s squeaky wheel isn’t the first to get greased.
Perhaps recognizing this reality, yesterday, the U.S. Equal Employment Opportunity Commission announced (here) that had released a new online resource center designed to help small business owners comply with the laws enforced by EEOC.
What caught my eye this morning, I mean, other than my new Carson Wentz fathead — ok, fatheads — was this Law360 headline:
Gulp…
On Saturday, I ran — and I use that term, “ran,” generously — my first Spartan Race.
Maybe, the better past-tense verb is “completed.” But, I’ll take it.
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
The Employer Handbook Blog