MikeRun, CC BY-SA 4.0, via Wikimedia Commons
I really wanted to use the Spiderman meme here. But to avoid any potential copyright issues, please accept this cheaply executed facsimile — not in counterparts — instead. And here is some music to hammer the point home. Continue reading
David Maiolo [CC BY-SA 3.0], via Wikimedia Commons
Image by fernando zhiminaicela from Pixabay
In anticipation of the triumphant return of The Employer Handbook Zoom Officer Hour on Friday, June 25 at Noon Eastern, when we’ll focus on answering all of your COVID-19 return to work questions, it struck me that one of the big issues is COVID-19 itself. Specifically, is COVID-19 a disability under the Americans with Disabilities Act?
If you haven’t done so already, go ahead and register here for this free event. And below, I’ll provide a sneak preview of how one court resolved whether COVID-19 is an ADA disability.
Gary J. Wood, CC BY-SA 2.0, via Wikimedia Commons
Do you have tipped employees? Continue reading
Image by StartupStockPhotos from Pixabay
Last Wednesday, as part of the U.S. Equal Employment Opportunity Commission’s EXCEL Conference, three of us (me and two of the EEOC’s education and outreach coordinators) gazed into our crystal ball to predict some of the issues that employers will face as more employees return to the workplace. Continue reading
Image by Oberholster Venita from Pixabay
Today we’re going back to the basics and learning how a plaintiff must prove a sex discrimination claim based on circumstantial (i.e., the defendant doesn’t concede, “I fired you because you’re a woman.”) Continue reading
Ibrahim.ID, CC BY-SA 4.0, via Wikimedia Commons
It depends. (Sorry).
But, for added context, I love this quote from a recent Maryland federal court opinion: Continue reading
Stephanie Astono Salim, CC BY-SA 4.0, via Wikimedia Commons
Yep, we’re celebrating!
I still get a kick out of people using the term “salary exempt,” as in, we pay that employee a salary, so s/he isn’t eligible for overtime. Under the Fair Labor Standard Act, a salary is just one of several components of an overtime exemption to avoid having to pay employees time and a half when they work more than 40 hours in a workweek. Plus, the salary must be at least $684 per week, equating to $35,568 per year.
Except, that could be increasing significantly soon. Continue reading
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