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The Employer Handbook BlogWould you fire an employee for something she posted on Facebook … back in high school?
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HR to Vietnamese job applicant, ‘If you no speak English, I will send you home’
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Filed under: WTH HR Continue reading
A lesson on workplace drug testing and opioids
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One of your potential hires just completed a five-panel drug test as a condition of employment, and he tested positive for opioids.
What do you do?
Will the Supreme Court sip from the FMLA ‘Holy Grail’?
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Okayyyyyy!
Oh, hold up. Not that Holy Grail. Continue reading
My list of most likely candidates to take an FMLA day in Philly yesterday #FlyEaglesFly
Image Credit: Jack Kurzenknabe on Flickr (https://www.flickr.com/photos/painting-with-pixels/11354248055)
I teased it yesterday when I speculated that Monday may be a pretty big Family and Medical Leave Act day around Philadelphia.
To back up my hypothesis, I scoured Twitter and YouTube for some likely candidates.
I hope that you have fun with this. (I, for one, may have peed a little).
What makes for good headlines isn’t necessarily unlawful harassment
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Last week, I was debating whether to do an Aziz Ansari post. But, then I read my buddy Robin Shea’s post at Employment & Labor Insider. She nailed it, of course.
So, I’m going to take a different angle on something that’s not workplace harassment either. Continue reading
Get ready PA employers! Governor Tom Wolf just proposed an overtime overhaul.
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Who is still breathing a sigh of relief that the proposed U.S. Department of Labor overtime rules never took effect?
Not so fast Pennsylvania employers.
You may want to take a deep breath and start clutching your pearls. Continue reading
New Jersey’s new governor wastes no time going after equal pay and gender equity issues.
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Well, that sure was fast.
89,000 reasons to take a more holistic approach to workplace accommodations
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Here’s a reminder from the U.S. Equal Employment Opportunity Commission for employers to think twice about setting a deadline on an employee’s accommodation request. Continue reading
What does it take to be individually liable for discrimination? A lot.
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Most discrimination lawsuits involve a single, individual plaintiff and, on the other side of the “v,” a company as the sole defendant. But, sometimes, that plaintiff will name additional individual defendants too, such as a manager, supervisor, or even someone from Human Resources.
When that happens, what are the chances that the individual will end up legally responsible with the plaintiff prevails at trial?