I was on such a roll this week.
You guys were digging the heck out of my peeing in the breakroom post, David Crosby the alcoholic, and the one about a supervisor offering cash to sleep with an employee’s wife.
You know who even read that last one? Scan down to the blog comments. Yep, that’s a comment from the plaintiff himself. OMG!!!
Last night, I read this press release from the United States Equal Employment Opportunity Commission, announcing a $2 million recovery for 50 male employees of a New Mexico automobile dealership.
What happened, you say? From the press release:
“In its lawsuit, the EEOC charged a former lot manager, James Gallegos, under the direction of Charles Ratliff, Jr., then general manager, with subjecting a class of men to egregious forms of sexual harassment, including shocking sexual comments, frequent solicitations for oral sex, and regular touching, grabbing, and biting of male workers on their buttocks and genitals. The EEOC also alleged that Pitre retaliated against male employees who objected to the sexually hostile work environment. During the pendency of the lawsuit, the retaliatory actions of Pitre raised such concern that a U.S. District Court judge granted a preliminary injunction against Pitre, prohibiting the dealership and all of its agents from threatening or engaging in retaliatory actions against case participants.”
On Monday, it was public urination.
Yesterday, we had indecent proposals.
And today, the blogging gods, in which I hold a sincerely-held belief, serve me up this federal court opinion about an alcoholic named David Crosby — not that David Crosby, but still — who sued his former employer for supposedly violating the Americans with Disabilities Act, as a result of his termination of employment after a 30-day stint in rehab.
Oh, sweet child! Someone catch me; I do believe I have the vapors.
Let us rejoice in the bounty together, after the jump…
Terribly sorry about the confusion created by my sloppy use of possessive pronouns in today’s lede. The “his” wife refers to the employee’s wife. Otherwise, this post doesn’t make any sense, does it? (Don’t spend too much time contemplating the question, ok).
Yep, just another Tuesday at The Employer Handbook.
Click through for what should prove to be a cluster of a gender discrimination claim contain many valuable takeaways for proactive employers.
I’m pretty sure Larry David had this written into the Seinfeld Parking Garage episode before making a last-minute script change to uromysitis.
I would have stuck with the former. But, Mr. David is a comedic genius and I just write this crappy blog.
How bad is this blog, you ask? I was contemplating using the words “wicked pissah” in the lede, only to realize that I’d already used them.
Then again, you’re the ones reading this. Go ahead. Click through to read more after the jump…
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Sorry, gang. Last night was my fantasy baseball auction. And I got home hella-late. So, no post today.
Ahhhhhh, I can’t totally leave you hangin’. So, you can read about how the University of Northwestern football team can now organize and form a union (here), or you can grade my fantasy baseball team (right) in the comments below.
Oh, no. Meyer’s slacking. Let the unsubscribes begin!
Over the past several years, seemingly, we’re seen the NLRB take a more active interest in employee handbooks.
We’ve certainly seen it with respect to social media policies; especially, where these policies purport to limit the rights of employees to discuss their employment with one another. This is because Section 7 of the National Labor Relations Act allows employees to discuss their terms and conditions of employment together.
And you don’t need to have a union either. The act applies in most every private-sector workplace.
That’s right folks. It’s time for another edition of “Fact or Fiction” a/k/a “Quick Answers to Quick Questions” a/k/a QATQQ f/k/a “I don’t feel like writing a long blog post.”
Employee comes to you with a leave request in which he potentially qualifies for FMLA. Must you provide it?
Break ’em off Eleventh Circuit Court of Appeals:
Let’s say that you have an employee whom the Americans with Disabilities Act would consider disabled and to whom you have afforded a reasonable accommodation for a long time.
Maybe it’s a few years of light duty to accommodate your employee’s bad back. Maybe it’s keeping your employee with medically-documented sleeping issues off of the graveyard shift.
Or maybe, like in this case, it’s allowing an employee who takes morning meds for ADD and bipolar disorder to arrive to work a late, so the meds can kick in. Indeed, for 2 1/2 years, the employee in this particular situation was accommodated with modified start time.
Last month, a daughter’s Facebook post cost her father an $80K age-discrimination settlement (more on that here).
Last week, with some Facebook shenanigans, the plaintiff in a sexual harassment case screwed herself over.
(See what I did there?)
The Employer Handbook Blog