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The Employer Handbook Blog
Did a federal appellate court just require employers to invent ADA crystal balls?
.jpg "By greeblie from US (Instrument Of Evil?) [CC BY 2.0 (http://creativecommons.org/licenses/by/2.0)], via Wikimedia Commons")
Actually, as I see it, yes, Eric is utilizing hyperbole.
But, this recent Eighth Circuit opinion in a case involving the duty to accommodate under the Americans with Disabilities Act is a dicey one for employers.
Folks, let’s dispel some FLSA myths about salaried employees
If I had a quarter for every time I heard someone criticize me for acting aloof at Starbucks by ordering a “medium” rather than a “grande” use the term “salaried-exempt,” I could play air hockey all day at Chuck-E-Cheese.
Hmm, that sounded less creepy in my head. But, seeing it typed out and all, yeah, sorry.
The EEOC has released its enforcement playbook for the next four years. Want a peek?
You’re almost there. The only thing that can stop you now is this Calvin Harris tune that’ll get stuck in your head all day.
Getting Back To FMLA Basics: Don’t mess with the pay of an employee on leave
With all those notice requirements and certifications and such, it’s easy to get bogged down in the minutia associated with an employee’s request for leave under the Family and Medical Leave Act.
But, a recent case is a good reminder not to overlook a basic FMLA tenet: an employee returning from leave should be restored to the same position (or an equivalent position with equivalent benefits, pay, and other terms and conditions of employment).
I’m training the U.S. Army South on social media at work, and other news…
Yep, if you need me this morning, I’ll be at Fort Sam Houston, giving my spiel to U.S. Army South and some folks from Guantanamo Bay on social media and the workplace. How cool is that!
(In a dorky lawyer kinda way).
While that’s going down, let me catch you up with some other recent HR-compliance nuggets:
And speaking of LGBT rights at work, here are two more recent victories for HR to ponder
As a corollary to yesterday’s post about David Lopez stepping down as EEOC General Counsel —
*** Googles “corollary” — swish! ***
— I bring you news of two recent court decisions advancing LGBT rights at work.
The EEOC has some hella-big general counsel shoes to fill
Yesterday, the U.S. Equal Employment Opportunity Commission announced (here) that its General Counsel, David Lopez, would be leaving the agency in December.
A new SHRM study should have employers reexamining their policies on parental leave
On average, organizations gave mothers 41 paid days of maternity leave, compared with 22 paid days of paternity leave for fathers. That statistic comes from 2016 Paid Leave in the Workplace, a survey recently conducted by the Society for Human Resource Management.
Does this disparity demonstrate discrimination against men?
3d Cir: Employers cannot use paid meal breaks to offset unpaid overtime
A few weeks ago, I blogged here about a federal agency — one that rhymes with EEOB — reaching a 7-figure settlement with its workers of alleged Fair Labor Standards Act overtime violations involving comp time.
Last week, the Third Circuit Court of Appeals issued an opinion, in which it addressed another tricky situation involving overtime offsets.