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The Employer Handbook BlogDid you miss yesterday’s #NextChat on Managing the Challenges of Leave Under the FMLA and ADA?
Image Credit: SHRM.org
Don’t worry about it. Continue reading
Seven signs the non-solicitation and non-competition agreements your employees signed may be unenforceable.
User:VasilievVV and user:Jarekt [Public domain], via Wikimedia Commons
The rest of you deadbeats are stuck with only five free weekly blog posts. Continue reading
#Nextchat: My Employees Can Miss How Much Work?! Managing the Challenges of Leave Under the FMLA and ADA #SHRM19
Image Credit: SHRM.org
Last night, after the big Sixers win over the Raptors, I checked out the EEOC Newsroom to hunt for blog fodder for today.
That’s when I noticed that four of the five most recent EEOC press releases addressed claims of disability discrimination under the Americans with Disabilities Act. Continue reading
Yeah, about that rule where you don’t allow employees to text that they’ll be late or absent…
Image Credit: Pixabay.com (https://pixabay.com/illustrations/mobile-text-phone-sms-980030/)
Here’s the thing.
If you’re managers relax the rule for their direct reports, good luck trying to use that rule as a basis to terminate someone’s employment. Continue reading
For real this time, the EEO-1 deadline is September 30, 2019. Seriously
Multiple reports (1, 2, 3), are confirming that District Judge Tanya S. Chutkan ruled yesterday that the deadline for filing your EEO-1 filing will be September 30, 2019.
(For more on this EEO-1 circus, click here.)
That’s it. That’s all I’ve got for you today. Continue reading
The Supreme Court just buried class-action arbitration of employment claims*
Image Credit: Photofunia.com (http://photofunia.com/results/5cc10d55846d7897318b4581)
In 2010, the Supreme Court held in Stolt-Nielsen SA v. AnimalFeeds International that a court may not compel class-action arbitration when an arbitration agreement is silent on the availability of such arbitration.
Last year, in Epic Systems Corp. v. Lewis, the Supreme Court issued another employer-friendly decision on arbitration when it concluded that the National Labor Relations Act does not usurp an agreement between a company and its worker to arbitrate employment-related claims on an individual, non-class basis.
Yesterday, the Supreme Court finished walking dry the mudhole that it had stomped on employee class-actions in arbitration, right before delivering stunners to everyone. Continue reading
A heterosexual employee sued for sexual-orientation discrimination. Really?!?
Image Credit: Pixabay.com (https://pixabay.com/photos/question-question-mark-survey-2736480/)
Oh, did I mention that the plaintiff was the HR Manager?
Bruh…
Why was there an employment law trending on Twitter yesterday? Oh, I think I know.
Image Credit: https://pixabay.com/en/pride-gay-nyc-new-york-city-flag-2444813/
The Supreme Court has agreed to decide whether the prohibition against sex discrimination in Title VII also covers discrimination based on sexual orientation and gender identity.
In other words, are there LGBT legal rights in the workplace? Continue reading
How in the world did a DEAD person get suspended for racist behavior?!?
Uncredited [Public domain], via Wikimedia Commons
The readers have three follow-up ADA questions about job applications. Let’s answer them.
Request Leave Coolie Writing Tool Pen Application (https://www.maxpixel.net/Request-Leave-Coolie-Writing-Tool-Pen-Application-1915347)
On Wednesday, I blogged, “If your job applications look anything like this, well, damn, you’ve got some ADA problems.”
“This” was a medical questionnaire that inquired about certain medical conditions, whether the employee had an impairment or disability, and whether the employee had previous surgery or received a permanent disability rating.
In other words, questions that were designed to elicit information about whether an individual has a disability.
Not surprisingly, readers asked some good follow-up questions about related ADA issues; stuff that wasn’t part of the low-hanging fruit that the EEOC plucked when it sued the employer with the bad medical questionnaire.
For everyone’s benefit, let’s address those questions today. Continue reading