i·ro·ny (noun) [ahy-ruh-nee]: an outcome of events contrary to what was, or might have been, expected.
The United States Equal Employment Opportunity Commission has sued The Scooter Store, a purveyor of power chairs for the disabled, for disability discrimination.
Earlier this year, reports of a Connecticut ambulance company firing an employee who had complained about her supervisor on Facebook, grabbed the headlines. The National Labor Relations Board (NLRB) complained that the firing was illegal. And although the company contended that it did nothing wrong, free speech advocates spewed hellfire and brimstone. Ultimately, the bloodlust subsided when that case settled.
Several months later, the NLRB is at it again. However, this time, for the first time, an NLRB Administrative Law Judge (ALJ) has found, after a full hearing, that an employer unlawfully fired employees for Facebook postings. Oh, by the way, the employer involved is non-union. More on this important decision and what it means for private employers after the jump.
Yesterday was Labor Day. And on Labor Day we honor the working men and women who are the lifeblood of American industry.
Most of us spent the day with family or friends, barbecuing or just taking it easy with a cold beer. Not me.
I spent the day making a special gift for employers. The way I figure it, no one gets honored on the day after Labor Day…until now.
I’ve said it before and I’ll say it again: the most underrated aspect of the NFL lockout ending is that we get Fantasy Football in 2011.
What else would I have done with my Sunday afternoons?
Now, I can dominate with my 60″ flatscreen TV (Eagles), one iPad (DirecTV NFL Sunday Ticket app tuned to the Red Zone channel), one laptop (multitasking between ESPN.com fantasy football live scoring and Tweetdeck for streaming scoring, news and injury updates), and one iPhone (in case I miss anything else) setup.
That’s right folks. It’s time for another edition of “Fact or Fiction” a/k/a “Quick Answers to Quick Questions” a/k/a QATQQ f/k/a “I don’t feel like writing a long blog post”.
The answer to today’s question is fiction. Pregnancy is not a “disability” for purposes of the Americans with Disabilities Act. To be considered a disability under the ADA, covered persons must actually have physical or mental impairments that substantially limit one or more major life activities. Pregnancy is not considered an impairment under the law.
Yesterday, the National Labor Relations Board issued three very union-friendly opinions that could have an effect on the way you conduct business. I discuss these opinions and the immediate impact they will have on certain employers after the jump…
In a matter of minutes, or even seconds, a single tweet may reach thousands or, possibly, millions of people. Now, just imagine if that tweet contained proprietary information. (You know, like if Lady Gaga tweeted the code to Microsoft Windows 7 to her millions of followers). Ummm…work with me here…
But, even in the days before Twitter, publishing content on a blog or a message board meant putting information out in the public domain for anyone — including a competitor — to view. What if that information was supposed to be confidential? Does a trade secret lose its legal trade-secret status if it is published on the internet? Find out the answer after the jump…
Are you ready for some football?
Better question: do you think you have what it takes to defeat me, a former 610 WIP SportsRadio Midday Show Survivor Pool Champion?
Now you’ll have your chance. The Employer Handbook is hosting a free NFL Survivor Pool, where the winner will take home the picture of Julius Erving and Larry Bird that now hangs in my office — to the right of Allen Iverson’s head. (Yes, that’s my office). Here’s a close up.
More on how this free contest works — you needn’t be a football fan or know anything about football — and how you can sign up, after the jump.
Good times, huh?
The National Labor Relations Board has issued a Final Rule requiring most private-sector employers to post a notice informing employees of their rights under the National Labor Relations Act, which includes — you guessed it — the right to form a union.
This rule goes into effect on November 14, 2011 and I’ve got the dirty details after the jump.
The Employer Handbook Blog