So, you don't want to be a sexual harasser at work? Good for you! Follow these dos and don'ts, and you should be in great shape.
The feds are talking about NLRB-EEOC coordination, an end to collection of compensation data, and an inflation-indexed salary test for the overtime exemption. Here's the scoop.
Your reviews of your employer may not be as anonymous as you think.
I hope you'll join me for one or more of the following events, coming up in the next couple of weeks.
We have a new General Counsel at the National Labor Relations Board!
According to a Wall Street Journal/NBC News poll published this week, 48 percent of working women believed they had been victims of sexual harassment in the workplace.
My reaction was, “Only 48 percent?”
*But were afraid to ask.
Welcome to our new website and media portal, and we appreciate your patience as we've been perfecting it! Here is a quick tour on the ways you can find our media and become a subscriber.
How much do you know about an employer’s reasonable accommodation obligations under the law(s)? Take this quiz and find out!
Question 1: Which of the following federal employment laws require reasonable
accommodation, either by their terms or as courts have interpreted them over the years?
A. The Americans with Disabilities Act
B. The Family and Medical Leave Act
C. Title VII-religion
D. The Nursing Mothers Act
E. The Pregnancy Discrimination Act
F. All of the above
G. A, C, D, and E
ANSWER: G. The FMLA does not require reasonable accommodation, but all of these other laws do. And there is some overlap between the FMLA and pregnancy or disability accommodation because leave for pregnancy or disability can be a form of reasonable accommodation.
Well, almost! Our new blog, Affirmative Action Edition, will go live on Friday.
On with the show!
It’s not always the employee’s fault when things go bad for an employer. Sometimes the employer has no one to blame but itself. Here are six of the most common ways employers sink their own ships.
No. 1: Pointless workplace rules that just make employees mad. I can’t take credit for this one — I got the idea from this article that recently appeared in Forbes. I don’t agree with the author 100 percent, but I adamantly agree with her on some of them, especially requiring an employee to bring a doctor’s note whenever he is out sick (not requesting leave under the Family and Medical Leave Act, not requesting a reasonable accommodation for a disability, but just “out sick”). Also, amen to No. 5 in the Forbes article.
Robin Shea has more than 20 years' experience in employment litigation, including Title VII and the Age Discrimination in Employment Act, the Americans with Disabilities Act (including the Amendments Act).