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The Employer Handbook BlogDo you have a HR policy on media relations?
You will now.
Here’s the after.
Easy lesson: Make sure you have a media relations policy. Below is a good starting point.
Driving + Texting = OSHA all up in your business
Congress created the Occupational Safety & Hazard Administration (OSHA) to ensure safe and healthful working conditions for working men and women by setting and enforcing standards and by providing training, outreach, education and assistance. That sounds nice. But my clients and I both know this: you don’t want OSHA sniffing around your job sites.
Now OSHA is expanding its taking aim at a new target: distracted-driving. Read how, after the jump…
8 ways for employers to prepare for flu season
Last week we had flu shot day at Dilworth Paxson. I missed it. I was out prepping a client for an upcoming deposition. So, over the weekend, I shelled out the $24.95 and got a flu shot at the local drug store. Why? Because I don’t want to get sick and I don’t want to get other people sick. That’s precisely why my law firm offers free flu shots to its employees. (Plus, Mr. and Mrs. Meyer raised a conscientious son).
What is your business doing to prepare for flu season and a possible 2010/2011 pandemic? I’ve got eight suggestions for you after the jump.
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Employee fired for Facebook comments sues her employer
I was reading an article in the Gwinnett Daily Post — yeah, that’s right, the GDP — and it starts out like this…
BUFORD — When Buford City Schools bus driver Michele Threlkeld finished her final route on the last day of school, she reported to her supervisor’s office, as was routine.
I love reading articles that start this way, because you know that fireworks and lawsuits are going to ensue. So, cue the fireworks and lawsuits…after the jump.
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Third Circuit: The Lily Ledbetter Act Does not cover failure-to-promote claims
Our old friend Robert Rank-And-File is at it again. He has sued his employer, Pennsylvania-New Jersey-Delaware, Inc., in federal court. Robert claims that Pennsylvania-New Jersey-Delaware, Inc. violated Title VII of the Civil Rights Act of 1964 when it failed to promote him because of his gender, national origin and race. Before he initiated his lawsuit, Robert filed a charge of discrimination with the United States Equal Employment Opportunity Commission. But Robert has a problem. He filed his charge two years after he claims that Pennsylvania-New Jersey-Delaware, Inc. failed to promote him. Under Title VII, his claim is now time-barred. But can he use the Lily Ledbetter Fair Pay Act to salvage his claim?
Find out after the jump…
How do PA, NJ, and DE address discrimination based on sexual orientation?
Recently, I read an article by Bob Egelko in
the San Francisco Chronicle about a speech from U.S.
Supreme Court Justice Antonin Scalia in which he told law
students from U.C. Hastings that the 14th Amendment to the U.S.
Constitution, which guarantees equal protection to all U.S.
citizens, do not preclude discrimination based on sex. Justice Scalia
believes that the drafters of the Constitution did not have sex
discrimination on the brain when they passed the 14th Amendment.
Facebook makes a damn fine litigation tool
I am not related to Carnac the Magnificent.
Several months ago, when I posted How Facebook Can Make or Break Your Case, I offered a series of tips about how attorneys representing companies can use Facebook to sleuth out some A-1 information about employee-plaintiffs.
What happened to our healthcare Flexible Spending Accounts?
In March of this year, I finally wised up and opened a health care Flexible Spending Account (FSA) through my job.
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Facebook Posts Cost School Superintendent His Job
At the Connecticut Employment Law Blog, Daniel Schwartz wrote a two-part piece about a Connecticut school superintendent who was forced to resign after making some lighthearted remarks on Facebook. The comment that appears to have gotten the superintendent in the most trouble was this one referring to a personnel matter:
(After the jump…)
New Jersey: No Adverse Employment Action Required for a Failure to Accommodate Disability Claim
There are plenty of good reasons that plaintiff’s lawyers heart the New Jersey Law Against Discrimination (NJLAD). It has a wide scope of coverage for employees with disabilities. It’s remedial purposes are incredibly broad. A plaintiff can go directly to court with a claim under the NJLAD without vetting it with a state administrative agency first. A plaintiff can stay out of federal court where the odds of losing on an employment discrimination case on summary judgment are much higher than they are in state court.
As if the plaintiff’s bar didn’t need any further reasons to love the NJLAD.
Well, here’s one more…