Even without a federal law that specifically bans discrimination in the workplace based on sexual orientation or gender identify, it’s no secret that one of the EEOC’s top priorities is to protect LGBT workers from discrimination.
And the EEOC is being quite transparent about it, with a new guide for employers and employees.
I’ve got that for you after the jump…
Just go ahead, and kill them dead!
But before I get to that, I want to quickly plug our free event next week on November 12, 2014. I’ll give you four reasons to attend:
- Chai R. Feldblum, Commissioner, U.S. Equal Employment Opportunity Commission
- Richard F. Griffin, Jr., General Counsel, National Labor Relations Board
- Harry I. Johnson, III, Board Member, National Labor Relations Board
- Free breakfast
Sure, I’ll be on the panel too, but do any of you really want to see me? Besides, I wouldn’t want to destroy the mystique of our intimate blogger-reader relationship? I imagine many of you now breathless, picturing an erudite, chiseled, scholar; the blogging prose, typos, and grammar mistakes dripping from my two-typing fingers, as I….I’ll stop talking now.
Details on the event are here. A few tickets still remain. RSVP fast!
After the jump, back to reality. Kill! Kill! Kill! (the policies…)
* * *
Whether a department of many, or just one, your job as an HR professional has you juggling many balls. You’re running an open enrollment, conducting a workplace investigation, recruiting, wage-setting. Cot’ damn, you’re busy!
To get those tasks done, you’d better have the gift of gab.
Or not.
Is verbal communication an essential function for a Human Resources Specialist? A federal court just examined this question under the Americans with Disabilities Act.
Click through for the answer…
Five minutes ago, after taking the obligatory selfies and between games of Candy Crush, one of your employees texted (because, calling in, as if!) from an Ebola quarantine tent to alert you that she will be out of work for 21 days, while under observation for Ebola.
As an employer, what are your obligations? What workplace laws are implicated?
And, of course, because half of you are thinking it, can you just fire her?
Because this post has nothing to do with clicks or SEO — nothing whatsoever — click through for the answers…
I’ll be at the SHRM Lehigh Valley Annual Conference today presenting “What’s Hot at the EEOC…and How to Avoid Getting Burned!” with the EEOC’s Mary Tiernan.
If you’re at the conference, stop by with pizza and beer and say hello with pizza and beer.
However, if you can’t make it, Domino’s delivers, and you still want to get your Equal Employment Opportunity learn on, then there’s this from the from the EEOC:
See that lede right there! That’s journalism, baby!
After the jump, let’s talk about what it means to have a disability under the Americans with Disabilities Act Amendment Act.
I’m talking about a $620,000 jury verdict and nearly $165,000 in attorney’s fees.
Let’s discuss reverse-race discrimination after the jump…
One employer appears to have screwed up royally. Click through to find out how.
Three nights ago…
Eric: How many bags of Halloween candy do you think we need this year?
Wife: Our neighbors said last year they had ten.
Coming up during this term, the Supreme Court will decide seven cases relating to HR compliance. To put this into proper perspective, if you were to award a point for every forthcoming Supreme Court decision, that would be seven more points than the entire New York Giants team scored against the Philadelphia Eagles on Sunday night.
[Yep, still basking in the glow].
Anyway, for more on these important cases affecting your workplace, Philip Miles has you covered here at Lawffice Space.
The Employer Handbook Blog