A few weeks ago, I wrote about how the Maryland Department of Corrections was facing heat from the ACLU for requiring job applicants to divulge their Facebook passwords. It seems that the DOC has listened (not to me, but to the ACLU).
You can see the ACLU’s response, as well as a discussion of Facebook “privacy rights,” after the jump.
Thomson Reuters had such a bad week last week that I had to spread the news over two blog posts. Here is part one about how the National Labor Relations Board is set to file a complaint against Thomson Reuters for allegedly disciplining an employee who tweeted about labor/management relations.
After the jump, see how bloggers unite to try to stick it to the man for allegedly requiring them to work through their lunch hour without paying overtime…
Did a bunch of bloggers sue you last week for wage and hour violations?
Has the National Labor Relations Board (NLRB) threatened to file a complaint against you for Twitter shenanigans?
Well, that was Thomson Reuters’ week. And, as you can imagine, it sucked.
I share their grief, after the jump…
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Earlier this week, I posted a link to the new Fair Labor Standards Act final regulations.
After the jump, I have 15 more resources to help employers navigate the treacherous world of overtime, minimum wage, independent contractor vs. employee, what the FLSA requires, what the FLSA doesn’t require, and other wage and hour speedbumps.
Last week, Rep. Barney Frank (MA-D) — for the ninth time — reintroduced the Employment Non-Discrimination Act (ENDA). ENDA would make it illegal for businesses to discriminate against employees and job applicants based on sexual preference and gender identity.
More on ENDA, its chances of passage, and the effect it would have on employers, after the jump.
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.
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