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Photo by rawpixel.com on Unsplash

Remember that blog post I had last Spring. I’m talking about the one about an employment agency that allegedly emailed a job applicant the following cringe-worthy, what we’re really saying here is “sue me” rejection email:

“Thanks for your reply. I check the details of [sic] you. And you [sic] born in 1945. So I discussed with the client side. Age will matter. So that’s why I can’t [sic] be able to submit your profile to client side.”

Well, that company just settled with the U.S. Equal Employment Opportunity Commission for $50,000 and lots of equitable relief. Continue reading

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Now, it’s up to the voters.

Yesterday, on International Women’s Day, Philadelphia City Council passed a bill that will require the City to provide sexual-harassment training to all of its employees and officers.

In May, when City residents go to the polls, they will decide whether to amend the Home Rule Charter to require this annual training. Continue reading

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Image Credit: Pixabay.com (https://pixabay.com/en/office-freelancer-computer-business-583841/)

After all that’s happened in my professional career over the past several days — you can catch up here and here —  I’d be remiss if I didn’t thank you, the readers. You have uplifted me with your positivity and support. I deeply appreciate every, single word of encouragement that you’ve shared.

I can write. But, with no readers, it doesn’t work so well. Thank you!

Continue reading

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Last September, the Seventh Circuit Court of Appeals ruled that a multi-month leave of absence is never a reasonable accommodation under the Americans With Disabilities Act.

That’s all well and good for employers in Illinois, Wisconsin, and Indiana. But, what about the rest of us?

For example, if you operate a business in California, you’re in a constant state of pearl-clutching. So, some guidance would be helpful.

Well, sure enough. We get some. Continue reading

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It took the U.S. Equal Employment Opportunity Commission about 50 years to recognize that Title VII of the Civil Rights Act of 1964 protected employees from discrimination based on their sexual orientation.

Now, in less than three years since the agency’s groundbreaking decision in 2015, two federal appellate courts have joined in concluding that sex discrimination under Title VII includes discrimination based on sexual orientation, as yesterday, the Second Circuit Court of Appeals in Zarda v. Altitude Express, Inc. issued its long-awaited decision. Continue reading

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