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Natalie Munroe, a Philadelphia-area teacher, was suspended last week after her school learned that Munroe had blogged that she wished she could tell students, among other things, that they were “rude, beligerent, argumentative, and utterly loathsome in all imaginative ways.”

Ms. Munroe has since lawyered up, still blogs, and is now gaining national headlines. More on this developing story and the impact it could have on her employer, after the jump.

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Nothing really. But I needed to combine three topics into one quick blog post.

On Genetics

I will be presenting a webinar tomorrow (2/16) at 1:30 PM EST on how the Genetic Information Nondiscrimination Act will affect your company. If you had to click on the hyperlink, then you probably should sign up for the webinar. You can learn more about the webinar here.

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Earlier this week, the internet was all a buzz with the news that an employer had settled with a former employee it fired for criticizing a supervisor on Facebook.

If you think that this settlement signals that employers are powerless to discipline employees who criticize their employers online, think again. Just ask a Philadelphia-area teacher who got tagged for criticizing her students on her personal blog.

More on this story and what it means for employers, after the jump.

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A company accused of violating federal law for firing an employee for comments she made on Facebook about her supervisor has settled.

How does this settlement affect how your company can control employee engagement in social networking activities? The answer, after the jump.

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Recently, my friend Sharlyn Lauby, owner and sole proprietor of the HR Bartender Blog invited me to weigh in on a reader question about accommodations under the Americans with Disabilities Act. The reader, who is completely deaf, began developing neck pain at work because, the way her desk was positioned, she would constantly have to turn her head to hear anything people would say to her. Although she voiced her concerns to her boss, he just ignored her.

Unfortunately, this is not an uncommon situation. What should employees and employers do in this situation? Check out this post from the HR Bartender to find out.

Other helpful resources:

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According to FMLASource, employee requests for Family and Medical Leave Act leave rose over 10% in 2010. The top reasons for FMLA absences:

1. personal illness/injury,

    2. caring for a child, and
    3. caring for an elderly relative

With a rise in claims coupled with recent amendments to the FMLA, now is a good time to make sure that your business has a strong, written FMLA policy and is otherwise prepared to address employee requests for FMLA leave in 2011.

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You operate a company that provides mall security. And one of your security guards posts a video on YouTube of a female mall employee falling into a fountain while she is texting.

You should already have a social media policy. But, even if you don’t, you know what to do, right? I know. How can you answer that question without watching the video first? 

Video and more after the jump.

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