The Employer Handbook Blog

Read this before you revoke a job offer in Pennsylvania based on criminal history

October 10, 2014 | by Eric B. Meyer

Across the country, many states and localities have enacted ban-the-box legislation. In a nutshell, ban the box means that employers cannot inquire about an applicant’s criminal history until after the first job interview.

For example, Philadelphia has ban the box. The Commonwealth of Pennsylvania does not.

Still, Pennsylvania does have the Criminal History Record Information Act. But, indeed, a Pennsylvania federal court ruled on Wednesday that the Act and ban the box are two separate things:

Federal appellate court foils the age discrimination claims of “Superman”

October 9, 2014 | by Eric B. Meyer

General Zod is not impressed

More on this case after the jump…

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EEOC, NLRB & Me: Mark your calendars for November 12, you guys

October 8, 2014 | by Eric B. Meyer

What if…

I’m just saying, what if you could attend an event — a free event, with breakfast — and you get to hear me speak for an hour and fifteen about social media in the workplace and other hot workplace issues, and then grill me during a Q&A?

That would suck, right? Because, apart from the breakfast, who wants to hear me speak for an hour and fifteen minutes?

Remember that a duty to accommodate may exist after childbirth

October 7, 2014 | by Eric B. Meyer

Seems one employer may not have received the memo. Now, the EEOC is taking aim. More on this and some tips for employers to avoid pregnancy-accommodation traps, after the jump…

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The importance of having clear employment policies…and following them

October 6, 2014 | by Eric B. Meyer

Remember that Americans with Disabilities Act case involving Walgreens and the $1.39 bag of chips. In that one, the store appeared to really step in it by firing a diabetic who ate a bag of chips from the store without paying for it. The employee claimed that she needed the chips for her diabetes. The store defended its actions by arguing that the employee violated its no-grazing policy. $180,000 later, that case settled.

I don’t know how much the chicken poppers sell for at Wal-Mart. And the case I read over the weekend involving the company’s no-grazing policy didn’t settle either…

Click for more…

The Supreme Court completes my religious discrimination superfecta

October 3, 2014 | by Eric B. Meyer

Have you noticed a theme here at the blog this week?

I mean, other than the crappy posts.

Well, that and the crotch grabbing.

Can crosses on holiday party invitations create a hostile work environment?

October 2, 2014 | by Eric B. Meyer

Remember yesterday, when I was talking about religious accommodations, I said, “Treat all religions equally.”

That same rule applies to casting out the evil devil of religious discrimination generally. Church!

After the jump, from my bloggerdome pulpit, I’m preaching my religion: employment law. All ye harassers, there is still time to repent! I will bring workplace salvation.

*** dodges lightning strike ***

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A Monday Night Football lesson on workplace religious accommodations

October 1, 2014 | by Eric B. Meyer

After scoring a touchdown on Monday night, Kansas City Chiefs safety Husain Abdullah dropped to his knees and prayed.

Kinda like this.

As Kevin Draper at Deadspin.com reports (here), a tweet from Abdullah’s brother further confirmed that the player’s post-TD celebration was a Muslim prayer.

Except the referees responded with a 15-yard penalty to the Chiefs for excessive celebration, for which the NFL later later accepted blame.

Oops.

What can employers learn from the NFL’s mistake? A few lessons on accommodating prayer in the workplace after the jump…

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The religious bias case of the Jehovah’s Witness officer who refused to use a gun

September 30, 2014 | by Eric B. Meyer

Ok, technically, he was a “parking services officer.” But, he was working in a police department. And when you work in a police department as an officer, the odds are that you’ll need some weapons training.

Well, cue the jump where we learn whether a police department has to accommodate the religious beliefs of a Jehovah’s Witness who refuses weapons training….

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Court: It’s ok to try to hit a co-worker with your car after grabbing her crotch (twice)

September 29, 2014 | by Eric B. Meyer

The opinion contains the words “fingered,” “genital area,” and “sexual assault,” plus an allegation that the assailant tried to hit the plaintiff with her car in the mall parking lot. But, the court concluded that there was no sexual harassment, because none of these events “affected the conditions of her employment.”

** napalms Washington-bound resume; shreds ashes **