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The Employer Handbook BlogOur day at Epcot: Food, characters and, yes, an employment-law lesson
Remember Hank the Septopus from Disney’s Finding Dory? I found his missing tentacle. And, my son ate it!
Articles Posted in Race
Racist code names for customers are bad. And, so is firing someone for complaining about it.
These are the key allegations underpinning ***Googles “underpinning”*** yes, underpinning a complaint filed in California against luxury retailer Versace.
Company tried to “sprinkle a little salt” on its worksite; pays $50K to the EEOC.
Are you guys old enough to remember that old NFL Films Dial ‘M’ For Moron bit? What can I say? I’m a sucker for the classics.
Well, it’s all I could think of after reading this EEOC press release, highlighting a recent race discrimination and retaliation action against a car dealership because it did the equivalent of Dial ‘M’ For Moron.
Cut your hair, Mattingly!
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.
Soon, all employers may be forbidden from asking about a job applicant’s salary history
Last month, Massachusetts passed a new law, which will take effect in July 2018, and make it illegal for employers to ask about a job applicant’s salary history before making an offer of employment. As Stacy Cowley at The New York Times reports (here), the impetus for the new law is to reduce the wage gap between men and women:
By barring companies from asking prospective employees how much they earned at their last jobs, Massachusetts will ensure that the historically lower wages and salaries assigned to women and minorities do not follow them for their entire careers. Companies tend to set salaries for new hires using their previous pay as a base line.
Now, three members of the U.S. House of Representatives, including Congresswoman Eleanor Holmes Norton, the first woman to chair the Equal Employment Opportunity Commission (EEOC), plan to introduce similar legislation federally.
A white guy threatened to kill co-workers, got fired, and claimed discrimination. How’d that turn out?
If you were thinking, “Not well,” well, give yourself a gold star and a pat on the back.
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Company pays $250K to settle employee’s bias claim. The one where his manager maybe peed on him.
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Although, it could’ve been worse. Seeing as the going rate for poop discrimination is $2.25 million.
Your temporary workers can probably sue you for discrimination
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Last week, the Third Circuit Court of Appeals daintily dabbed the Cheez Whiz from their cheeseteak holes and voted provolone out of Philadelphia took up the issue of whether a company with which a staffing company places temporary workers can be sued for discrimination.