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The Employer Handbook BlogIt’s legal to fire a female employee because of her “irresistible attraction”
Federal employee receives a 5-page written warning for . . . farting?!?
The Employer Handbook generally likes to end the year on a classy, high note. Consequently….
The Smoking Gun reports here that, earlier this month, the Social Security Administration issued this 5-page formal reprimand to an employee for his “awful and unpleasant” flatulence.
{As opposed to my ambrosial flatulence. So lovely.}
6 EEOC priorities over the next 4 years and the impact on your business
Thus far, you’ve managed to keep your equal-employment-opportunity nose clean. Good for you. In fact, with the economy the way it is, combined with the dwindling resources available to our federal agencies — including the U.S. Equal Employment Opportunity Commission — your odds of facing a federal investigation based on a complaint of discrimination or harassment are fairly slim.
But…
On Tuesday, the EEOC announced its Strategic Enforcement Plan. And within that plan, you’ll find six areas of EEOC focus over the next four years:
Swine flu as an ADA disability? What would Ozzy and Sharon say?
“Oy, Sharon! Will you help me out here?”
“Come on, Ozzy! Yellow in the front, brown in —.”
“Bloody hell, Sharon! I’m trying to comprehend this federal court decision from the District of Minnesota.”
Pay it forward: HR and Employment-law style
Mark Toth and ManpowerGroups’s The Employment Blawg is hosting this month’s Employment Law Blog Carnival: Special Holiday Edition, a collection of 18 blog posts from some of the best employment lawyers on the interwebz. Got questions? They have answers. So be sure to check that out. That’s my gift (regifted, I suppose) to you.
Now the pay-it-forward part.
Daniel Schwartz at the Connecticut Employment Law Blog has a series of posts (here, here, and here) on the Newtown shooting tragedy. If any of my readers would like to help out with the relief efforts in CT, Dan has several links in his most recent Newtown post.
Does the law require transfers for employees seeking medical treatment?
You have an employee who hurts herself on the job and becomes disabled. Although she recovers to the point where she can perform the essential functions of her position without the need for accommodation, she requests a transfer to another one of your facilities so that she has better access to ongoing medical treatment.
Does the law require you to grant that transfer?
In this recent case (Sanchez v. Vilsack), the Tenth Circuit Court of Appeals ruled that the Rehabilitation Act, which prohibits discrimination in federal employment, and courts interpret like the Americans with Disabilities Act, may require this.
When can an employer require an exempt employee to take unpaid leave?
Like most employers, you likely have a workforce comprised of both non-exempt and exempt employees. Under the Fair Labor Standards Act, non-exempt employees who work more than 40 hours in a workweek must be paid OT. Employers don’t need to pay OT to exempt employees.
Let’s assume that, each year, you provide your workforce with a bank of paid time off. Let’s further assume that you implement a policy that mandates that any additional leave be taken in unpaid full-day increments, event if the employee only needs a few hours off.
Is that policy legal? Or does it violate the FLSA? The answer follows after the jump.
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How Employer Words and Actions Can Make FMLA Apply, Even When It Doesn’t
Today we have a guest blogger at The Employer Handbook. It’s one of my fave employment lawyers from Twitter, Chuck Lawson.
Chuck is a member of the Labor and Employment group at Grant Konvalinka & Harrison, P.C., where he specializes in all phases of the employer-employee relationship, including wage and hour, FMLA, ADA, unemployment compensation, and discrimination/harassment law.
After the jump, Chuck is going to school you on some FMLA pitfalls that can trip up even the best employers — and how to avoid them (the pitfalls, that is).
(Want to guest blog at The Employer Handbook? Holla at ya boy).
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If your employee did THIS on Facebook, what would you do?
I did one of these posts a few weeks ago, where I wrote about employees getting sacked for a Facebook post and then offered you — the employment lawyers and HR pros — the opportunity to second-guess the termination decision.
Giving y’all the chance to weigh in nearly crashed my servers. So, let’s try it again with a new set of facts. But, be easy on my hardware.
Rhonda Lee is a meteorologist for KTBS-TV. Oh, did I say “is“? I meant “was“. She was fired based on two exchanges that occurred on the station’s Facebook page:
New “Top Jobs for 2013” list will make many of my readers VERY happy
Good news for HR professionals!
That, according to this recent poll from CareerBuilder and EMSI, ranking the best jobs for 2013 requiring a bachelor’s degree.
Coming in at #5 was “Human Resources, Training and Labor Relations Specialists.” The numbers reflect that the profession has added 22,773 jobs since 2010, which represents 5% growth. Matt Ferguson, CEO of CareerBuilder, believes that the study results indicate that “[w]here the U.S. will produce the most jobs in 2013 is likely to follow growth patterns of the last few years.”