Companies have begun implementing social media policies to both educate employees and promote responsible online behavior. But what happens when the company messes up online by, oh, I dunno…
Find out, after the jump…
Warner Brothers officially fired Charlie Sheen from Two and a Half Men and #TeamSheen commenced its world search for the first #TigerBloodIntern. You can read the job listing here. What does it take to be a #TigerBloodIntern? #TigerBlood (of course). And you must be all about #Winning. The right candidate is expected to be “proactive, monitor the day-to-day activities on the major social media platforms, prepare for exciting online projects and increase Charlie’s base of followers.”
So what can employers learn from this?
On March 15, 2011, new Americans with Disabilities Act (ADA) regulations will take effect governing access to state and local government facilities as well as places that are generally open to the public.
To find out out whether YOU may be covered and, if so, what your obligations are, click here.
On four Thursdays in March and April (3/17, 3/24, 3/31, 4/7), I am hosting a free breakfast in Philadelphia, PA for all of my readers. With your bagel and schmear, I throw in four all-star panels of lawyers and industry professionals who will offer up their social media best practices to both protect and enhance your business.
- Imagine getting deep insight from a Fortune
500100 Labor and Employee Relations Strategist about how unions are using social media to organize your business.- Or how about some money-saving tips from the HR Director of a NASDAQ-traded company about how you can maximize your search for job candidates using social media?
Just over a month ago, the Supreme Court unanimously held that an employer violates Title VII of the Civil Rights Act if it takes action against an employee who is in the same “zone of interest” as another employee who complains about unlawful harassment in the workplace.
Yesterday, in an opinion written by Justice Antonin Scalia, the Court in Staub v. Proctor Hospital once again unanimously made it easier for individuals to pursue discrimination claims against their current and former employers. You can read a copy of the Court’s opinion here.
My analysis and the immediate impact this opinion will have on employers after the jump.
In a public meeting last week, the U.S. Equal Employment Opportunity Commission (EEOC) examined the impact of employers considering only those currently employed for job vacancies.
Do those employers who won’t consider unemployed individuals for vacant positions engage in unlawful discrimination?
Find out, after the jump (or just watch my baby son dunk like Blake Griffin — slow to load, but worth the wait)…
Keeping with this week’s smoking theme, I see that the The New York Times recently ran a story discussing how some employers are refusing to hire smokers. The article warns, ““Smokers now face another risk from their habit: it could cost them a shot at a job.”
But is this legal? Can an employer really refuse to hire someone who smokes?
To learn the answer, check out a recent post I did at The Legal Intelligencer.
“I know you don’t smoke weed, I know this; but I’m gonna get you high today, ’cause it’s Friday; you ain’t got no job… and you ain’t got sh*t to do.” – Smokey from Friday (1995).
Back in 1995, when Smokey was trying to convince his buddy Craig to get high, California had yet to decriminalize marijuana for medical use. Now, a number of states have legalized medical marijuana.
But what happens when medical marijuana use results in a positive drug test at work? Is the company allowed to fire that employee?
Find out, after the jump.
Natalie Munroe, a Philadelphia-area teacher, was suspended last week after her school learned that Munroe had blogged that she wished she could tell students, among other things, that they were “rude, beligerent, argumentative, and utterly loathsome in all imaginative ways.”
Ms. Munroe has since lawyered up, still blogs, and is now gaining national headlines. More on this developing story and the impact it could have on her employer, after the jump.
Nothing really. But I needed to combine three topics into one quick blog post.
On Genetics
I will be presenting a webinar tomorrow (2/16) at 1:30 PM EST on how the Genetic Information Nondiscrimination Act will affect your company. If you had to click on the hyperlink, then you probably should sign up for the webinar. You can learn more about the webinar here.
The Employer Handbook Blog