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The Employer Handbook BlogThe DOL overtime rules changes go to final review. But, when might they take effect?
I know when the new Department of Labor overtime rules are going to take effect.
Well, I think I know…
HR101: It’s bad to withhold overtime pay until the employee submits to demands for sex
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.
I see your EEOC Charge and raise you a defamation lawsuit
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.
NY federal court concludes that Title VII does not prohibit anti-gay bias….yet.
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.
You + Me @ SHRM Legislative Conference: What could possibly go wrong?
Don’t answer that.
Instead, picture this: A well-dressed guy saunters into the Washington Renaissance. Don’t worry, before next week, I’ll wash the stains out of my Metallica hoodie. Ok, Ratt hoodie. Ok, N’ Sync hoodie. Ok, N’ Sync sleeveless hoodie.
He’s cool(ish) and snarky; he’s got an employment law blog and a license to practice law. He’s even got an employment law practice, which some* may say is thriving.
GUEST POST: Workplace lessons for employers from Ke$ha and Dr. Luke
We have an extra-special guest blogger today. It’s my mentee, Meaghan Londergan. (Sorry, folks, all of The Karate Kid images were copyright protected). Sadly, I no longer work with Meaghan. But, in her defense, there’s only so much Meyer that a young impressionable associate can take. Since then, Meaghan’s been a real mover and shaker. Now, she’s a Partner at Freeman Mathis & Gary, LLP.
I also want to give a shout out to Meaghan’s law clerk Erika Mohr, a third-year law student at the Drexel University, Thomas R. Kline School of Law, graduating May 2016. If I taught Meaghan anything — Meaghan, did I teach you anything? Don’t answer that. — it’s to delegate responsibility, especially on law-related articles. So, let’s assume that Erika did all the heavy lifting on this guest post.
If you want to reach Meaghan, maybe hear some blackmail old Meyer war stories, you should connect with her on LinkedIn. Ditto for Erika, less the dirt. And if you want to guest blog on an employment-law topic at The Employer Handbook, email me.
HR 101: Temporary disabilities and the ADA
A temporary disability isn’t an Americans with Disabilities Act “disability;” except, when it is.
Here’s a new resource for small businesses to learn about discrimination laws
In this press release, the EEOC announced yesterday that it has a new guide for small businesses to comply with federal anti-discrimination laws.
And if some of you bigger businesses want to check it out too, I won’t tell anyone. Well, unless you count the illuminati.
By Mary and Angus Hogg, CC BY-SA 2.0, https://commons.wikimedia.org/w/index.php?curid=13230811
Legal or illegal, companies don’t have to tolerate LGBT discrimination at work
Yesterday, I blogged here about the U.S. Equal Employment Opportunity Commission‘s first lawsuits challenging sexual-orientation discrimination as sex discrimination. While part of the EEOC’s Strategic Enforcement Plan to address emerging and developing issues, getting federal courts to agree that sexual-orientation discrimination is unlawful under Title VII is an uphill battle.
But, that doesn’t stop American businesses from creating and enforcing their own rules in the workplace against LGBT discrimination.