Is this prurient blog title a convenient excuse to play a J. Geils Band tune on the blog? Maybe. But, still I’ll toss in a side of HR-compliance. Continue reading
As the U.S. Equal Employment Opportunity Commission’s fiscal year comes to a close, the agency has filed a slew of discrimination lawsuits. One that caught my eye involves an employer that allegedly rescinded an offer of employment once it found out that the individual was using prescription drugs to treat his prior heroin addiction.
Wait a minute! Can’t you terminate someone who has abused drugs? Continue reading
Oh, do I have some Monday Motivation for you! Continue reading
I’m not writing today top rehash #TakeTheKnee. Been there, done that.
Rather, today’s post is a friendly reminder to all employees out there who want to express their opinion online about this week’s NFL protests.
Continue reading
If what the EEOC alleges in this lawsuit is true, then this employer is stupider than stupid-stupid. Continue reading
That’s because, last week, a federal appellate court held that long-term medical leave is not a reasonable accommodation under the Americans with Disabilities Act. Continue reading
And it has nothing to do with the First Amendment and freedom of speech. Continue reading
Originally, I was toying with titling this post, “What Employers Can Learn From Military Nurses Who Pose Newborns Dancing to 50 Cent, Give Them The Finger, And Then Snap A Video And Photo Captioned, ‘How I currently feel about these mini Satans.’”
But, yesterday’s blog title was so long already. Continue reading
If an employer violates the Fair Labor Standards Act, like by not paying overtime, the plaintiff(s) can generally recover two years of unpaid overtime for the two years preceding the lawsuit. Those plaintiffs may also recover liquidated damages equal to the unpaid overtime.
So, if an employer owes $100 in overtime, the total bill with liquidated damages would be $200.
However, if the employer willfully violates the FLSA, then the damages increase. That’s because the lookback period for a willful violation becomes three years.
But, what makes a violation willful? Yesterday, the Third Circuit helped answer that question. Continue reading
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