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Both a Harvard graduate and a police detective who supported the recent Black Lives Matter protests appear to be finding out the hard way that posting violent threats on social media, even if in jest, can end up costing a job. Continue reading
Not this Independence Day. Although, it does feel like it this year, amirite? Continue reading
Between us friends, tell me. What’s the biggest severance that you’ve ever paid to an underperforming employee? Continue reading
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Late last week, the U.S. Department of Labor issued this Field Assistance Bulletin. It addresses when employees can take Families First Coronavirus Response Act (FFCRA) leave based on the closure of summer camps, summer enrichment programs, and other summer programs. Continue reading
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And by ‘jawn,’ I mean just about anything. But here, specifically, Philadelphia has a new anti-retaliation whistleblower law. Continue reading
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Yesterday morning, I received a press release from the U.S. Department of Labor. Continue reading
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TL;DR – Damn skippy, you can. Continue reading
About a week or so ago, the U.S. Equal Employment Opportunity Commission reminded employers that federal anti-discrimination law does not require that businesses accommodate older workers due to their age if, for example, they need help returning to work. I wrote about that here.
But, here’s the thing. Continue reading
Yesterday’s post about employees wearing Black Lives Matter apparel at work was a bit of a lightning rod.
While all of the comments I received were respectful — thank you! — some questioned whether allowing employees to wear BLM face masks, pins, and insignia to work would open the door to others showing support for “White Lives Matter.”
Well, sure enough, between yesterday’s blog post and this one, that’s what we got. Continue reading
If you’ve read the news recently, you may have seen stories like this one and this one about large businesses that had policies against employees wearing pro-BLM clothes and apparel. In those two examples, each of the companies has since changed its policies. You can read more about that here and here.
But, let’s say that your business still wanted to ban employees from wearing Black Lives Matter masks or symbols at work.
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