From TMZ.com:
Rapper The Game could face criminal charges after he tweeted the phone number of the sheriff’s station in Compton, CA — but told people it was the number to call for an internship — causing the station’s phone lines to become overrun with calls and delaying emergency services.
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On September 9, 2011, I am going to carve up Sparky and make a nice turtle soup, unless…
…Unless every one of my readers nominates me for the ABA Journal’s Blawg 100 Amici (a/k/a the 100 best damn law blogs on the interwebs). The nomination deadline is September 9.
I know what you’re thinking. Moron is a cold, heartless bastard recycling a stupid internet bit. And you would be right. I don’t own a turtle. My wife had a turtle once. It smelled and it bit her sister.
Lots of good stuff on the interwebs this week about social media and human resources. Rather than breaking it up into a bunch of different blog posts, after the jump, I offer you a combination platter to enjoy with your morning coffee…
The next edition of the Employment Law Blog Carnival is coming up on August 17, 2011, where Jon Hyman will be hosting at his Ohio Employer’s Law Blog.
If you would like to participate in this month’s carnival, by Friday, August 12, please email John (jth@kjk.com) a link to a recent employment-law-related blog post. It does not matter if your post is written from the employer perspective or the employee perspective. But it must be employment-law-related and it must be a link to a post on your blog.
Thanks!
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”.
Until about five years ago, a plaintiff had to prove a materially adverse employment action in order to recover for retaliation. (I addressed the complete three-part test for retaliation in yesterday’s post).
Not so anymore. As explained briefly after the jump, the rules for retaliation have changed.
At least that’s what a federal court in Utah opined.
I promise that this is not a prurient post gratuitously conceived to drive internet traffic to The Employer Handbook.
And this case has nothing directly to do with Pennsylvania, New Jersey or Delaware employers
(Ok, that last line was shameless. Google, please do not index this post).
Oh, what the heck, index away. After the jump, I’ll even throw in some good employer takeaways for all employers, including those in Pennsylvania, New Jersey and Delaware.
Darn it. I did it again…
Rep. Carolyn Maloney [D-NY14] is at it again.
A sponsor of a bill that would greatly expand the scope and reach of the FMLA, Rep. Maloney has co-sponsored another bill, the Breastfeeding Promotion Act of 2011, which would amend both the Fair Labor Standards Act and Title VII of the Civil Rights Act of 1964 to protect breastfeeding by nursing new mothers.
Under the Pregnancy Discrimination Act, which is part of Title VII, it is already illegal to discriminate in the workplace “because of sex” or “on the basis of sex,” which includes, but is not limited to, because of or on the basis of pregnancy, childbirth, or related medical conditions. The Breastfeeding Promotion Act of 2011 would amend Title VII to explicitly include “lactation.”
Let’s say that a company holds a meeting for older employees (all are over 49 years old). And the purpose of the meeting is to discuss the future expectations of the employees in attendance, including retirement options at the company. Then throw in a stray remark from the company, something like, “When people get older, they tend to slow down.”
What if one of the meeting attendees is later laid off? Is that age discrimination?
If the employer has any non-age-related reason for the layoff, then the answer is no, according to
A federal court has bounced a woman’s sexual harassment claims against her former employer because the court believed that the woman was not offended by the conduct about which she complained.
Some analysis and employer lessons after the jump…
As I was getting my shoes shined yesterday, something caught my eye.
According to this article in the Metro Newspaper from Alexandra Wigglesworth, Philadelphia’s First Judicial District plans to use Facebook, Twitter, and text messaging to send out reminders about court dates.
The court’s shift towards embracing social media is consistent with a recent survey which shows that over half of employers believe that using social media for business purposes is a good thing.
The Employer Handbook Blog