Earlier this year, I wrote an article, “Yes, you CAN discipline employees who abuse social media.”
I stick by my words.
After the jump, read about another teacher suspended for an inappropriate Facebook post, and why employers CAN and SHOULD discipline employees who abuse social media.
Over the weekend, I gave a Wage and Hour presentation in Atlantic City to a group of restaurant owners. Later this week, I will post some of the bullet points from that presentation of which every business should take note.
Until then, a heads-up that the United States Department of Labor has issued a final rule updating the regulations issued under the Fair Labor Standards Act. You can find a copy of the final rule here.
Last month, the Montana Supreme Court opined that using marijuana “to kick off a day of working around grizzly bears” is “ill-advised to say the least and mind-bogglingly stupid to say the most” because “grizzlies are equal opportunity maulers, without regard to marijuana consumption.”
WTF?
I could go on, but you will have more fun reading this recent decision about an employee who smoked pot before his job at a bear park (surrounded by electrical fencing), got bit by a bear (of course), and petitioned for workers’ compensation benefits (and received them).
The EEOC has been running this radio spot in Baltimore, Maryland:
“In connection with the class race discrimination lawsuit, the U.S. EEOC is looking for black individuals who applied for employment at or used to work for McCormick and Schmick’s or M&S Grill at the Inner Harbor. If you applied to work, or worked at either restaurant, please call the EEOC at 410-209-2208. Again, 410-209-2208.”
If you were M&S, what would you do? M&S got creative and sought an emergency order from a Maryland federal court to stop the advertisement.
Did it work? Find out, after the jump.
As I reported last week, after receiving over 600 public comments on its proposed regulations implementing the Americans with Disabilities Act Amendments Act (ADAAA), the EEOC has released its final rules.
So what’s in these rules? And how will they affect employers? I’ve got a nice summary from the EEOC after the jump.
Congratulations!
Because you are reading this post, you somehow made it past your company’s internet firewall. That, or you’re a horny perv, Googling some effed-up search terms. But I’m a lawyer; I don’t judge.
Either way, continue reading.
After the jump, it’s the female bartender/server who is now suing her employer, the Wild Beaver Saloon, *** borderline-NSFW link *** because she claims they fired her for getting pregnant!
Hot off the press!
The EEOC has released its final ADA Amendments Act regulations. You can read the press release and get a copy of the regulations here.
For some prior posts at https://www.theemployerhandbook.com about the ADA, ADAAA, and the supporting regulations, click here and here.
Two Philadelphia posts in a single week. That’s called keeping it real.
For local employers, keeping it real may mean moving out of the city, as the cost of doing business in Philadelphia could be on the rise.
Check out this post I did for The Legal Intelligencer about a bill that City Council is currently considering that would require businesses to provide paid sick leave to employees who work a minimum number of hours in Philadelphia County.
In a 6-2 decision, the Supreme Court held yesterday that a company may not retaliate against an employee who orally “filed a complaint” about perceived Fair Labor Standards Act (FLSA) violations.
After the jump, I’ll break down this decision, just what it means to orally file a complaint, and the impact yesterday’s decision will have on employers.
For now, yes.
However, a bill presently pending in City Council could change that very quickly. I’ll break down the bill and the impact it will have on local employers after the jump.
The Employer Handbook Blog