https://www.needpix.com/photo/180045/question-worry-wonder-unsure-confused-uncertain-asking-wondering-uncertainty
Beats me.
(Still, it seems like an excellent excuse to get back to basics and explain how courts analyze discrimination claims). Continue reading
I’m sorry if you were expecting wild stories of employee shenanigans today. Yesterday, I asked for your stories, and I got nothin’! Y’all must work in the most compliant workplaces in America.
Speaking of which… Continue reading
In 2020, the Americans with Disabilities Act turns 30. President George H.W. Bush signed it into law in 1990 to ensure civil rights for individuals with disabilities. Chia-Yi Hou at The Hill published a nice 30-year ADA recap here.
It’s bad enough when a federal judge refers to a plaintiff-employee’s behavior towards her manager as “harassing, stalking, disturbing, and menacing.” And, I apologize that I didn’t have enough room in the title of this blog post to mention the plaintiff’s profanity and fighting at work, or her arrests for drunk driving and drug possession.
So, you’d think that the plaintiff would cut and run after the district court dismissed her claims for pregnancy, sex, race, and religious discrimination claims. But, the plaintiff who referred to herself at work as “crazy” and “psycho” decided to appeal to the Tenth Circuit Court of Appeals.
And how do you think that went for the plaintiff? Continue reading
Well, not all new moms; just the non-exempt workers; i.e., the overtime-eligible employees. But, new bipartisan legislation proposed last week in the Senate will change all that. Continue reading
License: CC0 Public Domain
Hypothetically, if I were to go to a gentlemen’s club, I would expect to see women dancing on stage for money. That’s what goes on there, I’m told. Continue reading
By Augustus Binu, CC BY-SA 3.0, Link
Because I’m a lawyer, I’ll say it depends. Except, I won’t charge you 0.1 hours of my time to say it. Continue reading
Image by Clker-Free-Vector-Images from Pixabay
Last Summer, the National Labor Relations Board asked the public to help it decide when employees should be allowed to make racist or sexist comments at work.
I would have assumed that the answer is, you know, “never.” But, then again, I don’t make the rules. Continue reading
The Employer Handbook Blog
