Last week, CareerBuilder.com released its survey and study of resume do’s and don’ts. The one I received on used toilet paper was both a do-do and a don’t. But, at least she used 12-point Times New Roman. Still, that didn’t make the list. Here’s what did…
How long should a resume be?
Two pages max; one page if you are a recent college grad.
Now, where did I put the mustard for my deep fried Red Bull battered Twinkie dog? (Like I would ever use ketchup for that?!?)
While I search for the spicy brown, after the jump, I’ll get you caught up on the latest employment-law news…
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I remember back in the good old days, when law-firm internships meant private jets, caviar lunches and….toilet paper? As if!.
But now, times are tougher. Some firms find themselves forced to forego paying law students in lieu of offering volunteer pro bono opportunities to enable them to receive work experience. This recent advice letter from the Department of Labor sorts out the circumstances in which not paying these interns will pass muster on the Fair Labor Standards Act.
But the DOL wasn’t done there. Yesterday, it announced a final rule extending the Fair Labor Standards Act’s minimum wage and overtime protections to most of the nation’s workers who provide essential home care assistance to elderly people and people with illnesses, injuries or disabilities. There is also a new set of answer to Frequently Asked Questions here.
In Philadelphia, we’re known for certain things, such as cheesesteaks. Ordering the cheesesteak is a bit of an art form. For example, I could order a “Cheese steak, with Cheez Whiz and fried onions.”
Or, I could simply say, “Cheese wit.” As most anyone around her knows that Cheez Whiz is the default “cheese” and “wit” means “with fried onions.
[Those of you who are giving me that disdainful Cheez Whiz stink face through your computer — right back at ya, when you order the “Philly Cheesesteak” on your local dinner menu. For there is nothing “Philly” or “Cheesesteak” about that sludge, right down to the Swiss cheese and mayo. Ya heathen!]
We’re talking a lot of money honey.
[Bravo, Eric. You couldn’t even make it one line without a stupid Gaga pun].
Pun free after the jump…
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Sounds like one crazy party. Or just another Thursday at the Pine Woods Apartments.
Kristen Glemser had no idea…
On December 7, 2006, Kristen Glemser, a marketing/leasing agent for Pine Woods showed up for work, just like she would any other day. Except that some of the ladies in the office had planned a small party of one of Ms. Glemser’s female co-workers.
About two years ago, the EEOC sued a Texas company, alleging that the company engaged in disability discrimination, in violation of the Americans with Disabilities Act, when it fired a 680-pound worker because he was morbidly obese. The EEOC alleged that the employee’s immense weight interfered with his ability to walk, stand, kneel, stoop, lift and breathe. Consequently, he was disabled, as defined under the ADA.
Since then, at least one court has recognized that morbid obesity may be a disability, while another court held that, under state law, morbid obesity is not a disability. It was right around this time that the American Medical Association adopted a new policy that officially labels obesity — not morbid obesity, but obesity — as a disease.
So how does employee obesity impact employers under the ADA?
It’s a story that first made news over the weekend and is quickly picking up steam, ironically, because of social media.
A customer at a Tennessee Red Lobster restaurant allegedly left a racist message on a receipt. An African American waitress subsequently posted the receipt to Facebook with the message:
“This is what I got as a tip last night…so happy to live in the proud southern states..God Bless America, land of the free and home of the low class racists of Tennessee”
Yesterday, our guest blogger offered three tips for successful onboarding.
Unable to match that, today, I have a less than successful way to encourage attrition — unless of course you like defending age discrimination claims.
A federal court has permitted a plaintiff’s claims that his ex-employer created a age-based hostile work environment to proceed to trial. And, get a load of the supervisor stupidity:
Today we have a guest blogger at The Employer Handbook. It’s Holly DePalma. Holly is Director, HR Services at MidAtlantic Employers’ Association, a single source for HR services, delivering responsive, practical solutions to its members.
(Want to guest blog on an employment-law topic at The Employer Handbook? Email me).
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The Employer Handbook Blog