I have another HR tip related to yesterday’s blog post and accommodating employees under the Americans with Disabilities Act and what counts as an essential job function. Continue reading
If you’re in Human Resources, you’ve probably dealt with this issue before. Continue reading
Sections 8(a)(1) and 8(a)(3) of the National Labor Relations Act (the Act) protect employees from retaliation for concerted protected activity. Protected concerted activity generally involves two or more employees discussing working conditions like pay, benefits, etc.
One of the employees who lost his job at Twitter this month — a plaintiff in the WARN lawsuit we discussed yesterday — claims that his protected concerted activity motivated the company to end his employment. Continue reading
It depends on who you ask. According to the plaintiffs and their counsel in this recently filed first amended complaint, the social media giant violated the federal Worker Adjustment and Retraining Notification Act (WARN). One of the plaintiffs upped the ante with a separate unfair labor practice charge, which he filed at the National Labor Relations Board. He claims that Twitter violated Sections 8(a)(1) and 8(a)(3) of the National Labor Relations Act by laying him off in retaliation for concerted protected activity.
So, let’s talk about these two federal workplace laws. Continue reading
This has been an interesting start to the week at The Employer Handbook, from six-year-olds slinging racial epithets to expectorating employees.
But I’m here for it. And I’m glad that you are too. Continue reading
In my many years of practicing employment law, I’ve seen hostile work environment accusations leveled against owners, supervisors, co-workers, subordinates, customers, vendors, and many others.
But accusing a young child of racial discrimination is a new one for me. Continue reading
The timing last night was perfect. Continue reading
I was skeptical whether readers of this blog — mostly HR professionals and attorneys — would register for this week’s edition of The Employer Handbook Zoom Office Happy Hour about … cybersecurity?!?
You proved me wrong. Continue reading
This situation comes up fairly often. An employee with a disability can’t perform their job, and needs leave to recover and return to work.
We know that indefinite leave is not a reasonable accommodation. But what about taking leave with only an “expected” return to work date? Is that too indefinite to be unreasonable? Continue reading
I’m hitting this technology theme hard this week. Continue reading
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