A bill that would have made it illegal for New Jersey companies to refuse to hire a job candidate because of his/her employment status is dead for now. Find out why after the jump…
Last week, the National Labor Relations Board issued this memorandum in which it has instructed regional offices to encourage employees to file complaints with the United States Department of Labor if the the regional NLRB office “believes that an employer may have violated a substantive or anti-retaliation provision of [OSHA] or the FLSA.”
Remember that the National Labor Relations Act covers more than just unionized employers and workplace. For example, many of the social media cases involving the NLRB that you may have read about actually involve non-union workplaces. So, if you haven’t gotten the message already, this NLRB initiative is another wake-up call to get your house in order.
Otherwise, you may have multiple federal agencies up in your business.
I was reading this recent CareerBuilder survey, which reports that 58% of employers have caught a lie on a resumé. (Most popular lie: skills embellishment).
As, CareerBuilder is apt to do, the survey contained a section of some of the most outlandish lies ever caught on a resumé.
Some that made that list include: Applicant included job experience that was actually his father’s. Meh.
Come January 1, most NJ employers will no longer be able to ask about an applicant’s criminal record during the initial employment application process.
That’s right.
Ban the box will be b-b-b-b-banned in the Garden State!
More on the new law after the jump…
How do you think that worked out? (I’ve got a pretty good guess too).
After the jump, let’s see if we’re right.
And I’m speaking today on social media in the workplace at the 2014 EEOC Excel Conference
Everything’s coming up Milhouse.
More on the former (and a little about the latter) after the jump…
Really. It’s a bad idea.
Like my youngest son using chopsticks and a fork at the same time to eat pho.
Ok, not that bad. But, definitely blogworthy.
More on this HR lesson after the jump…
Talk about a pissed-off plaintiff.
When the new amendments to the the Americans with Disabilities Act took effect in 2009, the law became more employee-friendly by expanding the definition of what constitutes a disability.
That said, the law doesn’t (yet) require an employer to have a sixth sense about whether a disabled employee requires a reasonable accommodation.
Generally, an employee has to ask for it. Or, as we find out after the jump, an ADA failure-to-accommodate lawsuit is pretty much doomed.
Neither snow nor rain nor heat nor gloom of night stays these couriers from the swift completion of their appointed rounds.
But, if you send FMLA paperwork to an employee by first class mail, then you’re asking for trouble.
I’ll show you why after the jump…
The Employer Handbook Blog