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?)
Yesterday, I read with interest Jon Hyman’s post at the Ohio Employer’s Law Blog about how Target has employed a 14-minute training video to help keep its workplace union free. Gawker has posted a copy of the video here. Like a bear crapping in the woods, Gawker pokes fun of the Target video. Cheesiness aside, I find it to be pretty effective.
But Target ain’t got nothing on Subaru of Wichita. (h/t Jeff Nowak)
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Last night, after I arrived home, put my jacket away, and walked into the kitchen, something immediately caught my eye. On the kitchen table was a “Country Sweets Gourmet Cookie Dough” fundraising flyer from my son’s school.
My choice of five different flavors of raw cookie dough in a 48-ounce tub. And since it’s all in the name of fundraising…
Easily the highlight of my day. Except.
When the Fair Credit Reporting Act comes a knock knock knockin’ on HR’s door, who among you, will answer the call?
Fear not, kids. Cinch on your big boy/girl underpants! My colleague, Stacey Schor, in this post, has outlined a recent federal court decision that provides valuable guidance on how employers can comply with the strict requirements of FCRA, so that your hiring decisions are FCRA-bulletproofed.
This one goes out to all out FCRA freaks fans. Holler if you hear me!
Has the Supreme Court’s 5-4 decision in Vance v. Ball State been keeping you up at night?
*** logs IP numbers; obtains restraining orders ***
Well, ok. I can see why some of you are sour on the 2013 Supreme Court decision holding that an employee is a “supervisor” for purposes of vicarious liability under Title VII of the Civil Rights Act of 1964 only if he or she is empowered by the employer to take tangible employment actions against the victim.
I can actually feel the daggers that some of you are staring into me.
So, please allow me to reintroduce myself. My name is H-O explain.
How to demonstrate sexual harassment
So, by now, you’ve likely read the news, first reported on Wednesday night by The New York Times reporters Michael Shear and Steven Greenhouse that “Obama Will Seek Broad Expansion of Overtime Pay”.
Messrs. Shear and Greenhouse indicated that, yesterday, President Barack Obama was to the direct the U.S. Department of Labor to “revamp its regulations to require overtime pay for several million additional fast-food managers, loan officers, computer technicians and others whom many businesses currently classify as ‘executive or professional’ employees to avoid paying them overtime.”
Possible targeted changes to the FLSA
Yesterday, the United States Equal Employment Opportunity Commission held a public meeting at which it discussed, well, you read the lede. Don’t miss this one employers; the full 411 is after the jump…
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.”
One of your FMLA-eligible employees walks into HR one day and says that she has a serious health condition and would like to take time off to treat her injury. However, the employee, who has paid time off banked away, says that she’d like to dip into her bank of PTO and exhaust that without using any of her 12 weeks of FMLA.
Can your employee affirmatively decline to use FMLA leave, even if the underlying reason for seeking the leave would have invoked FMLA protection?
Last week, Justin Bieber was deposed in an action stemming from an alleged attack by his bodyguard on a member of the paparazzi. Here and pasted below is the video that’s been making the rounds on the internet:
//www.youtube.com/watch?v=emsLrZg160s
So, how does this impact your workplace? Don’t let your employee witnesses ever channel their inner Bieber if deposed in a workplace lawsuit.
The Employer Handbook Blog