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With so many employment laws out there, it’s not easy to keep track of what those laws say — let alone under which of them your business may be covered.

Well, who loves ya! After the jump, it’s employment laws by the numbers — number of employees that is — that your business must employ to be covered under certain specific federal employment laws. (I’ll even throw in a few extra state statutes for my PA/NJ/DE readers).

GREAT BIG DISCLAIMER: What you’ll find after the jump are the numerosity requirements for various federal laws. There are a slew of other legal hoops through which your business may need to jump. Be smart. Discuss them with an attorney. 

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A longtime employee of the Secretary of State’s office in Illinois claimed that two white managers targeted him for termination because he is black, and two white employees, one of whom was his supervisor, received lesser discipline even though they had engaged in the same alleged misconduct.

Is that right? Can a black employee claiming that he was treated differently because of his race compare himself to a white supervisor for purposes of proving his discrimination claim? Find out, after the jump.

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https://www.youtube.com/watch?v=csuZHyW-iGI

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.

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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.

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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.

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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.

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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”.

https://www.youtube.com/watch?v=oAY06SYDjH0

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.

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ESPN, the self-proclaimed worldwide leader in sports, has updated its social-media policy for talent and reporters. You can find a copy of it here. The policy does have its strong points. But, there are certain areas in which it misses the mark. A discussion follows after the jump…

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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…

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