On April 29, a unanimous three-member panel (including Member Hayes) agreed to set aside the results of an election that the Service Employees International Union lost by a 131-82 vote.
How is that good news for employers? Find out, after the jump.
More than a quarter of people surveyed from around the world are going online in their hunt for work, but many are growing nervous about the potential career fallout from personal content on social networking sites, according to a recent survey.
Highlights of this report after the jump…
Earlier this week, I wrote about a nurse who was fired and denied unemployment compensation benefits because, instead of medicating a patient, she was busy posting Facebook updates about a colleague who had soiled herself.
Oy!
But that’s nothing compared to the New England emergency room doctor who was fired for posting pictures of a patient on her Facebook page.
When will people every learn? More about the Facebooking doc and some tips for employers to avoid messes like these after the jump…
* * *
In keeping with The Employer Handbook tradition (and so as not to reverse any good black and gold mojo), once again, I will follow a Bruins OT playoff win…
(cue the music…)
…with a look at an employee’s right to review his/her personnel file. Last week, we explored whether Pennsylvania businesses must cede to an employee request to review his/her personnel file.
After the jump, same question, different state: Delaware.
If you read this blog (or just about any other labor and employment law blog), you know that social media policies have fallen under recent heightened scrutiny because of the chilling effect they could have on employees discussing terms and conditions of employment (e.g., wages, hours, etc.) with each other online. Where there is no controversy, however, is that companies may discipline employees who shirk their job responsibilities and goof of online — especially while on the clock.
After the jump, it’s a decision from the Commonwealth Court of Pennsylvania denying unemployment compensation benefits to a nurse who was fired for using Facebook at work while she should have been medicating patients.
Whether you have a social media policy, been thinking about drafting one, or haven’t even considered it for your business (tisk, tisk), I have three great guidelines after the jump that you should consider for your employees. You’ll be glad you did.
.jpg#/media/File:ERI_2376_copy_(5328084218).jpg)
Hey all! As I promised last night on Twitter, I’ve got nothing left in the tank for this blog post after watching my beloved Bruins defeat the hated Habs in overtime of Game 7 last night.
So, I’ll keep this short and sweet.
After the jump, I answer a question that many HR folks in Pennsylvania have asked me? Do we have to give employees access to their personnel files upon request?
Consider this scenario:
Employee believes he is being discriminated against. Employee complains to Human Resources. HR investigates, but is unable to substantiate the employee’s claims. Employee nonetheless sues his employer, alleging discrimination. While the lawsuit is pending, the employer fires the employee for reasons it claims are unrelated to the pending action.
According to a recent unpublished NJ decision, the employee could have both a discrimination claim and a whistleblower claim under New Jersey’s Conscientious Employee Protection Act (CEPA).
Ain’t that some sh!t!
More on this important decision and the impact it may have on employers, after the jump…
In just over a month, a new law in NJ forbidding business from discriminating against unemployed job candidates will take effect.
More about this new law and the effect it will have on NJ employers, after the jump…
I can’t make this stuff up if I tried.
The Associated Press reports that the Pennsylvania Human Relations Commissions has ordered a local employer to pay $38,700 in back pay and interest to a female employee it fired for fighting at a cheese-making plant. According to the report, Rosalind Brown prevailed on her gender discrimination claim because she apparently received harsher discipline than male employees who had engaged in more egregious behavior:
The commission agreed with Rosalind Brown who claims it was unfair for her to be fired when two men who fought at the Dairy Farmers of America Inc. plant in West Middlesex received only 3-day suspensions. 1 of the men was injured when the other threw a 20-pound block of cheese.
The Employer Handbook Blog