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The Employer Handbook BlogNew employment laws may not just expose employers to liability; they may double it!
Among the top employment issues that companies will need to navigate in 2024 is enforcing laws that have more recently taken effect.
What’s next? I’m a founding partner of one of the largest law firm launches in American legal history.
I am thrilled to share that I am one of the founding partners of a new, technology-driven, full-service law firm called Pierson Ferdinand, LLP.
These were the most read posts of 2023. Plus, a MAJOR announcement coming on Friday…
“You keep reading; I’ll keep writing.”
Nine times out of ten, that’s how I close my replies to readers of this blog who email me. Continue reading
Employers, here are 110,759 reasons why you’re not the religion police.
Since only the real ones are reading the blog this week, I must confess that it would be cool to patrol the office halls with a fake badge I ordered from Amazon to restore order and HR compliance to the workplace.
But policing religion is where I must draw the line. Continue reading
Is ‘Die Hard’ a Christmas movie?
For a minute there, I thought about blogging today about the Supreme Court employment law outlook for 2024. But that can wait.
No, my guy, your employer did not unlawfully stereotype your masculinity by firing you for sexual harassment.
I’m going to tell you about what may be the least self-aware employee. At least in recent memory. Continue reading
“Vague and conclusory” allegations are not enough to pursue claims of discrimination in court.
Discrimination claims are not easy to prove. But, it doesn’t take much for a plaintiff to at least allege in her complaint that her former employer discriminated against her.
Except when all you plead are “vague and conclusory” allegations.
85,286 reasons not to treat an employee differently because their family member is disabled
The Americans with Disabilities Act requires an employer to provide reasonable accommodation to qualified individuals with disabilities who are employees or applicants for employment. However, the ADA does not require an employer to assist a person without a disability due to that person’s association with someone with a disability. Still, an employer cannot discriminate against an employee or applicant because of that person’s association with someone with a disability.
It’s called associational discrimination.