You know, maybe I should have gone with the porta-potty-harassment post that I originally had planned for today. Nah. My analytics tell me that my best-received posts have a common theme: crotch and Brazil. Besides, everyone knows that nothing says Friday like a porta-potty post. Just wait ’til Friday.
So today, after the jump, let’s wax poetic, shall we?
(Ouch, again).
You see, in certain instances, a trial witness’s social media breadcrumbs may undermine her credibility and score points for your client. But when the witness — and the lawyer trying to impeach the witness with her social networking activities — display as much combined tech savvy as J-Lo’s PR machine, hilarity trouble may ensue:
(h/t @PhilipMiles)
You’re hiring for an engineer position. To assist, you engage a search firm, which finally locates an ideal candidate. After a telephone conversation, and a subsequent tour and in-depth interview, you know that you have the right person for the job. So, you prepare and send an offer letter.
The offer letter includes a summary of the position, responsibilities, location, base salary, benefits, effective date, and confidentiality. The letter also states: “You will also be asked to sign our employment/confidentiality agreement. We will not be able to employ you if you fail to do so. In addition, the first day of employment you will be required to sign an Employment Agreement with definitive terms and conditions outlining the offer terms and conditions contained herein.”
The offer letter does not contain any mention of a non-competition agreement.
Want an explanation of yesterday Supreme Court decision regarding challenges to California’s ban on same-sex marriage and the federal Defense of Marriage Act, check out Amy Howe’s analysis “In Plain English” at SCOTUSblog.com.
And for more on yesterday’s decision and the impact it may have on your business, check out:
[Whichever one of you had the voodoo doll positioned in such a way that wouldn’t allow me to pun this lede, I’m gonna git you sucka!]
In Hayes v. Erickson Air-Crane, Co. (opinion here), a male plaintiff was constantly barraged with small penis nicknames from his male co-workers ranging from “little jimi” to “tiny tim” to “dodgeball” (based on Ben Stiller’s White Goodman character). He didn’t like it, and sued.
The Court found that, based on this behavior, a jury could find that the plaintiff could potentially prevail on his sexual harassment claims because a jury may find that he was subjected to unwelcome sexual comments that were pervasive enough to create a hostile work environment.
This week, I am on vacation. The Supreme Court didn’t get my memo. Fine. But, I’m not putting down my beer to write this post. So, you get a one-handed rundown of the two employment-law decisions the court issued yesterday.
Pardon my typos after the jump…
* * *
Every so often, I get a call from an employee. The call goes something like this:
“I need an employment lawyer. Are you an employment lawyer?”
“Yes.”
Who would’ve guessed that, in June 2013, we’d have 11 states with social media privacy laws. I mean what are the odds? That’d be like Kanye West and Kim Kardashian deciding to name their baby daughter ‘North West’.
Now, if you’ll excuse me, I need to check why my Twitter is blowing up.
Oh, good God!
DISCLAIMER: Since I’m getting the fodder for my post from RadarOnline (via the National Enquirer), consider the sources, and remember that what you are about to read are allegations. Plus, Ms. Deen’s team subsequently told Entertainment Tonight that Ms. Deen does not condone or find the use of racial epithets acceptable. So make of this what you will and don’t shoot them messenger…
Remember back when I reported here that a former employee of one of celeb chef Paula Deen’s restaurants had accused both Deen and her brother of race discrimination and sexual harassment? You’d expect that Ms. Deen would cast aside these “allegations” — especially the ones about her using the N-word and having black waiters perform as slaves at a wedding party — as slanderous accusations.
You’d expect that wouldn’t you?
It’s that time of year.
You’re hiring summer interns and I’m shaving a spoked B into my playoff beard looking for an excuse to recycle my six keys to keeping unpaid internships from becoming a hot wage & hour mess.
See what I just did there?
The Employer Handbook Blog