Today we have a guest blogger at The Employer Handbook. It’s Andrew Gwynn. Andrew is the Principal, Compliant Background Chex. If you dig Andrew’s post, go connect with Andrew on LinkedIn.
(And if you want to guest blog on an employment-law topic at The Employer Handbook? Email me).
He got the hook, all right. Or, you could say that his position was sliced. Boo-yah! I mean, Baba Booey!
Hey, I’ll be here all week.
Imagine arriving at work in the morning to the red light indicator on your desk phone. So, you pick up the handset, punch in a few numbers, and are greeted with a voicemail from your President. She’d like you to ask the employment lawyer whether it’s “legal” to pose an ultimatum to two company managers: Stop cohabitating with each other’s spouse, or find another job.
Could something like that really happen? Of course, it could. Because, employment law.
Or maybe…
I know when the new Department of Labor overtime rules are going to take effect.
Well, I think I know…
Call it a rule of reason. Or, maybe, it just doesn’t pass the smell test. We could even file this under “Just Sayin’.”
And, of course, it would fracture a few laws, among others, the Fair Labor Standards Act.
An even worse idea, my friends, is admitting that you still drink Zima filed a defamation lawsuit in response to an employee’s complaint to the EEOC.
Last week, the United States Equal Employment Opportunity Commission made headlines by filing its first lawsuits against private-sector businesses challenging sexual orientation discrimination as sex discrimination.
Meanwhile, yesterday, another federal court in Christiansen v. Omnicom Group, Inc. (opinion here) concluded just the opposite: sexual orientation discrimination is “reprehensible,” but does not violate Title VII of the Civil Rights Act of 1964.
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