Oh, Meyer, where are you going with this one?
Well, it’s my chance to play a little GnR after the jump while reminding my awesome employer readers about what it takes for an employee to actually prove a claim of age discrimination.
(Hint: It’s not easy)…
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I have no idea. I was hoping that one of you could help me out.
Oh, wait, I’m supposed to be the expert here. Ok. Fine. I’ll play some music and dish the deets — hint, it has something to do with the picture — after the jump…
And just in time for Christmas.
The National Labor Relations Board announced today that it has again extended the deadline for covered employers to post this notice, advising employees how to form a union, among other things. The new deadline is April 30, 2012.
The Americans with Disabilities Act (ADA) prohibits covered employers from discriminating against job applicants and employees on the basis of a disability. What is a disability, you ask? A disability is “a physical or mental impairment that substantially limits one or more major life activities.”
If your employee suffers from severe migraines that prohibit the employee from working, does the employee have a disability? Good question. It just depends on what “working” means. Click through and I have a good answer from a recent federal court decision…
Better yet, what can your business do to capitalize? I’ve got answers to these questions after the jump.
I need to come clean with y’all. TMZ.com is one of my guilty pleasures. Don’t hate!
And you should have seen the beaming smile on my face on Monday when when I got some blogging gold as TMZ ran a story about a former college professor at NYU who claims that the school discriminated against him by firing him for, among other things, giving actor James Franco a “D”.
The monkey’s out of the bottle now! More after the jump…
A NJ court recently held that a business can force an employee to arbitrate FMLA claims — even if the arbitration agreement that the employee signs does not contain a specific FMLA waiver.
How does this all work?
Well, according to the NJ Superior Court in Flores-Galan v. J.P. Morgan Chase & Co., N.A., “an agreement to arbitrate statutory anti-discrimination claims must be specific enough to put the employee on notice of the claims encompassed.” However, “an arbitration clause need not specify every conceivable statute that it covers.”
And, then, there are those that allegedly do. It is on those occasions that this blog can practically write itself.
Take, for example, AutoNation. According to a complaint recently filed in California state court — well, let’s just say that AutoNation better have some good lawyers.
A copy of the complaint and some crazazy unlawful harassment — allegedly, of course — follows after the jump. Along with a few employer tips on same-sex harassment.
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I’m taking the day off. I think I deserve it.
So, after the jump, we have a guest post from Angelita Williams. Angelita writes on the topics of online courses. She welcomes your comments at angelita.williams7@gmail.com.
(BTW – If any of you lovely readers are interested in guest posting here at the ol’ Handbook, email me).
That was the question that the Seventh Circuit Court of Appeals faced in an opinion released yesterday. I’ll provide the answer and some analysis after the jump…
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