The Employer Handbook Blog

One step closer to federally-protected LGBT rights in the workplace

July 11, 2013 | by Eric B. Meyer

Normally, I get my Thursday post fodder from the Wiggity Wiggity Wonky Wednesday edition of Cracked Magazine. Hard hitting stuff like “7 Dick Moves Everyone Pulled in Classic Video Games” and “The Worst Imaginary Friends to Be Stuck With.”

But, for today’s post, I read this newspaper called the Washington Post. I dunno. Must’ve sprung up overnight.

One its writers, Ruth Tam, writes here that the Employment Non-Discrimination Act (ENDA) has cleared a bipartisan Senate committee:

Obesity as a workplace disability? One court bucks the trend and says no.

July 10, 2013 | by Eric B. Meyer

In mid-June, the American Medical Association concluded that obesity is a disease “requiring a range of medical interventions to advance obesity treatment and prevention.” This news led Jon Hyman at the Ohio Employer’s Law Blog to conclude that classification of obesity as a “disease” has huge employment law implications; namely, that under the Americans with Disabilities Act, employers would have to consider allowing for reasonable accommodations for obese employees. Indeed, even before the AMA guidance, a Louisiana court determined that morbid obesity was a disability under the ADA, thus requiring reasonable accommodation.

Well, last month, a state court in West Virginia concluded otherwise. More on this decision and its impact on employers after the jump…

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Following homophobic slur, NHL player quits Twitter

July 9, 2013 | by Eric B. Meyer

As many of you know, I am a HUGE Boston Bruins fan. But, right now, I have little love for former Bruins winger Tyler Seguin.

You see, Seguin was a highly touted 2011 draft pick who did a disappearing act in the playoffs this year. Amidst reports that his off-ice behavior was interfering with his on-ice performance, the Bruins traded the 21-year-old Seguin to the Dallas Stars on July 4.

The media scrutiny caused Seguin’s mom to come to his defense. (I’m sure that won’t ignite the crowds at all during road games). But just as that story began to lose steam, Seguin’s Twitter account published this tweet:

The six social media faux pas that may cost you that big job

July 8, 2013 | by Eric B. Meyer

According to this recent survey from CareerBuilder.com, the number of hiring managers who are reporting that a job candidate’s social media indiscretions have cost them a position is up nearly 10%, while the overall use social media to vet candidates continues to grow.

Those surveyed, reported finding a variety of concerning content. Top mentions ranged from evidence of inappropriate behavior to information that contradicted their listed qualifications:

50% – Candidate posted provocative/inappropriate photos/info

The one about the porta-potty harassment

July 5, 2013 | by Eric B. Meyer

Hey, they can’t all be about Brazilian waxes and irresistible attraction. After the jump, we get down and dirty.

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YYYOUCH! Employee fired for refusing Brazilian wax claims sex discrimination.

July 3, 2013 | by Eric B. Meyer

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).

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George Zimmerman trial lessons: How not to use social media

July 2, 2013 | by Eric B. Meyer

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)

No non-compete in the offer letter, but here’s a way to enforce one…

July 1, 2013 | by Eric B. Meyer

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.

Supreme Court DOMA ruling “In Plain English”; impact on employers

June 27, 2013 | by Eric B. Meyer

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:

Lyle Denniston’s recap at SCOTUSblog.com
Danielle Kurtzleben’s report on the impact DOMA may have on your workplace
“DOMA Ruling Means Changes Loom for Employers” from Lauren Weber at WSJ.com
“Post-DOMA, Employers Face HR Challenges” from Shannon Green at Corporate Counsel
“Now What? Employer Benefits Obligations Post-DOMA” from Stephen Miller, CEBS at SHRM.org

Employee teased with small penis jokes has a viable sexual harassment claim

June 26, 2013 | by Eric B. Meyer

[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.