Maybe you’ve heard about it. I’m giving a little spiel today on social media in the workplace with a few friends at an event in Philadelphia. If I play my cards right, I’ll do as little speaking as possible on the dais.
Which means I’ll get my two cents in after the jump and discuss on a hockey coach who was recently fired for posting pictures of Nazi propaganda on Facebook.
Have you noticed a theme here at the blog this week?
I mean, other than the crappy posts.
Well, that and the crotch grabbing.
Remember yesterday, when I was talking about religious accommodations, I said, “Treat all religions equally.”
That same rule applies to casting out the evil devil of religious discrimination generally. Church!
After the jump, from my bloggerdome pulpit, I’m preaching my religion: employment law. All ye harassers, there is still time to repent! I will bring workplace salvation.
*** dodges lightning strike ***
After scoring a touchdown on Monday night, Kansas City Chiefs safety Husain Abdullah dropped to his knees and prayed.
Kinda like this.
As Kevin Draper at Deadspin.com reports (here), a tweet from Abdullah’s brother further confirmed that the player’s post-TD celebration was a Muslim prayer.
Except the referees responded with a 15-yard penalty to the Chiefs for excessive celebration, for which the NFL later later accepted blame.
Oops.
What can employers learn from the NFL’s mistake? A few lessons on accommodating prayer in the workplace after the jump…
Ok, technically, he was a “parking services officer.” But, he was working in a police department. And when you work in a police department as an officer, the odds are that you’ll need some weapons training.
Well, cue the jump where we learn whether a police department has to accommodate the religious beliefs of a Jehovah’s Witness who refuses weapons training….
Why, just the other night, I playing my 5-year-old son in a friendly game of Uno.
Well, it was friendly-ish in a cutthroat sorta way. At least, that’s what the look on his tear-stained face suggested to me when I mouthed “Uno,” shimmied, and spiked my final card to win my fourth game in a row.
Now, some would say that I took it a bit too far when I collected his tears, and then painted them on my face to mock his crying.
I’ll save the “Five Workplace Lessons From LeBron James’s Return to Cleveland” post for the other bloggers.
Here’s one — one which I guarantee you don’t find anywhere else:
If during his time in Miami, LeBron James became a Fundamentalist Christian, and, upon filling out his new-employee paperwork with the Cleveland Cavaliers, refused to provide a social security number because it would cause him to have the “Mark of the Beast,” the Cavaliers would not have to provide him with a religious accommodation.
Mid-morning yesterday, the Internet broke shortly after the Supreme Court issued its 5-4 decision in HHS v. Hobby Lobby Stores, Inc..
Jeez, I’m still cleaning out my Twitter, LinkedIn and Facebook feeds.
In case your wifi, 4G, 3G, dial-up, TV, radio, and other electronics picked the wrong day to quit sniffing glue, the long and short of yesterday’s Supreme Court decision is this: Smaller, closely-held (think: family-owned) companies don’t have to provide Obamacare access to birth control if doing so would conflict with an employer’s religious beliefs.
Late last year, the United States Equal Employment Opportunity Commission scored a big victory when a federal judge found apparel company Abercrombie & Fitch liable for religious discrimination when it fired a Muslim employee for wearing her hijab (a religious headscarf) in the workplace, rather than accommodating her religious beliefs.
On the heels of this win, the EEOC has just issued new guidance about how federal employment discrimination law applies to religious dress and grooming practices, and what steps employers can take to meet their legal responsibilities in this area.
You can view the press release here, a fact sheet here, and a FAQ here.
Here’s a little HR Pro Tip from your old pal, Eric.
If, around Halloween time, an employee requests permission to hand out bags of candy containing “gospel tracts,” which depict Muslims and Catholics and state that they should all go to hell, you just go ahead reject that religious-accommodation request.
(More on religious accommodations here)
The Employer Handbook Blog