Are my days of free WiFi and creating deposition outlines from the McDonald’s Playplace ball pit, while munching on a McRib — ok, I two-fist McRibs — over?
If so, I’m moving to Canada.
How did one employer not only violate the Pregnancy Discrimination Act, but also get called out by a federal judge for its “deplorable” conduct?
That sounded really good in my head. Mmmm…sandwich.
Yesterday, I blogged here about New Jersey Governor Chris Christie’s conditional veto of a bill which was intended to level the wage gap between men and women performing substantially similar jobs in the Garden State.
Serendipity.
Last night, I came across this survey from CareerBuilder, which examined the pay disparity between male and female sole breadwinners.
%2C_Oklahoma_City%2C_OK_May_2015_by_Michael_Vadon_130.jpg "Image Credit: By Michael Vadon (Own work) [CC BY-SA 4.0], via Wikimedia Commons")
There’s an equal-pay-for-women movement going on nationwide. Maybe you’ve heard of it. The most-commonly cited statistic is that full-time American female employees are paid only 79 cents for every dollar paid to men.
Locally, here in New Jersey (technically, I’m typing this post in Cherry Hill, NJ in a diner located between two jughandles), the battle has waged on for some time. On Monday, on Governor Chris Christie’s desk sat a bill, which purported to foster equal pay for men and women.
He vetoed it.
Around this time last year, I blogged here about Guide to Restroom Access for Transgender Workers. According to OSHA, “all employees should be permitted to use the facilities that correspond to their gender identity.” And, it’s up to the employee to determine for him- or herself “the most appropriate and safest option.”
It should come as no shock that the federal administrative agency tasked with enforcing anti-discrimination law has released a fact sheet, which reaches the same conclusions.
My other car is a minivan
Last Summer, I blogged here about how requiring an employee with a disability to stay out of work until 100% cured (i.e., a no-restrictions policy) automatically violates the Americans with Disabilities Act. As courts have described it, the policy does not allow a case-by-case assessment of an individual’s ability to perform essential functions of the individual’s job, with or without accommodation.
ADA violation…check!
But, what about having a 100%-cured policy for an employee taking leave under the Family and Medical Leave Act?
Most of you have either seen or heard about Mean Tweets from Jimmy Kimmel Live! That’s the segment where celebrities stand in front of the camera with smartphone in hand awkwardly reading the snippets of vitriol that Twitters users can spew about them in 140 characters or less. The celebrities have a good sense of humor about it. And the segment is generally good for some LOL moments.
Well, the folks over at Just Not Sports took Mean Tweets to another level with #MoreThanMean tweets.
Hi there.
Did you have a nice weekend? Overall, I did too. However, Saturday was rough. How rough? On a scale of 1-10, it was Chuck E. Cheese.
Sunday improved. Mildly.
But, now I’m in a coffee shop, sans kids, sans ball pits, costumed rats, and shopping carts. Instead, I’m nicely caffeinated, listening to a Spotify playlist of Rolling Stone’s 100 Greatest Hip Hop Songs of All Time, wondering how House of Pain’s Jump Around didn’t make the list and punching out a blog post on age discrimination to you fine folks.
The Employer Handbook Blog