Its seems likes ages ago that I blogged about a Seventh Circuit decision, where the appellate court held that an employment-arbitration agreement with a class-action waiver violates the National Labor Relations Act.
Uh, Eric, it was Tuesday.
***stabs inner voice with a Q-Tip***
Around this time last year, I invited readers to connect at the 2015 SHRM Annual Conference and Expo in Las Vegas. Notwithstanding my try-too-hard-to-be-whimsically-irreverent approach, I made some great connections.
Now, one year wiser, I’m going to keep it sincere and humble.
Like when referring to the plaintiff (57) and his two co-workers (61 and 67), a boss allegedly remarks, “It’s time you got rid of those old son of a bitches.”
Age discrimination, maybe?
As I think about all of the agreements with arbitration provisions that I’ve drafted for clients over the years.
***wipes brow, tugs collar, clutches pearls***
.jpg "Uri Tours (uritours.com) [CC BY-SA 2.0 (http://creativecommons.org/licenses/by-sa/2.0)], via Wikimedia Commons")
This post seems timely, seeing as most of your employees claiming a Friday-of-Memorial-Day-Weekend migraine are going to do this anyway.
Kidding, I’m not that jaded.
(You guys; however, I’m not so sure)…
Look, no one forced you to read this. Or click on that video.
Folks, if I were on a deserted island with no wi-fi, but just enough battery power and 4G LTE signal to stream one compliance webinar — welcome to deserted dork island — I’m tuning in to EEOC’s New Resource on Leave as an ADA Reasonable Accommodation: A Closer Look with EEOC Commissioner Chai Feldblum.
That’s right folks. It’s time for another edition of “Fact or Fiction” a/k/a “Quick Answers to Quick Questions” a/k/a QATQQ f/k/a “I don’t feel like writing a long blog post.”
There are times when an employee claims that his working conditions have become so intolerable — a really, really bad hostile work environment, that he is forced to resign. That’s a claim of constructive discharge. If that employee later wishes to bring a claim against his former employer, he must do so within a certain period of time.
Does the statute of limitations on a constructive-discharge claim begin to run from the date of the last discriminatory act? Or the date of the resignation?
Sure, she can. But, could that lead to court-ordered sanctions?
Say it with me, “It depends.”
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Although, it could’ve been worse. Seeing as the going rate for poop discrimination is $2.25 million.
The Employer Handbook Blog