When I conduct anti-harassment training for supervisors, one of the points I stress is that all complaints of harassment and discrimination — no matter how minor — must be taken seriously.
Why?
Ready, fire, aim.
That’s the approach that many employers take when seeking to enforce a covenant not to compete with a former employee.
You know, it’s one thing to communicate with employees on FMLA to express concern for their well-being or determine whether they plan to return to work as scheduled.
But, when you turn into the FMLA Police, that’s when problems ensue.
A little over three years ago, I blogged here about the Senate and House each introducing the Family and Medical Insurance Leave Act. (FAMILY Act). The FAMILY Act, which never made it out of Congress to President Obama, would have created a national paid family and medical leave program for all workers, male and female.
Well, guess what’s back?
With over 24 hours to marinate, I think back on Super Bowl LI and I’m still amazed.
I mean, how good does The Fate of the Furious look! Pretty sure there was a submarine chasing an orange Lamborghini on a frozen tundra! Yeah, now I know what Charlie Sheen truly meant by “Winning!”
Look, my betting days (largely derivative of my Vegas card-counting past) are behind me. But, while I’m here to dispense non-legal employment-law advice — we’ll get to that in a sec — I can give you a little non-gambling wagering advice too. If I had a spare sawbuck, I’d plunk it down on a parlay of Jason Statham for Best Supporting Actor and The Rock/Vin Diesel (tie) splitting the Best Actor award at the 2018 Oscars. Just sayin’.
And, here you probably thought that your Respect Cup for me couldn’t runneth over.
I feel like, last week, I was a little harsh on ADA plaintiffs. So, today, to show mercy that I’m an equal-opportunity jerk, I’ll focus on people who either lost their jobs or stand on pretty precarious footing because of social media.
Continuing with yesterday’s theme of appellate courts peeing on the Cheerios of plaintiffs in failure-to-accommodate cases…
Wait, can I say that?
***Checks blogging scriptures***
***burps***
Yep.
I hear many of you are dying for my hot take on how Tenth Circuit Judge Neil M. Gorsuch may shape employment law as a member of the U.S. Supreme Court. Then again, those could be the voices in my head.
***Q-tips***
Ah, that’s better. Where was I? Oh yes, happy Groundhog Day.
The Employer Handbook Blog
