Posts tagged Election 2016.

This has been a weird year for me. (And, no, I'm not even thinking about the election!) But ITurkeyDrawing.flickrCC.LovelornPoets have much to be thankful for, and I hope you do, too.

BREAKING THING TO BE THANKFUL FOR: Yesterday evening, the U.S. Department of Labor's new rule governing white-collar exemptions under the Fair Labor Standards Act was struck down by a federal judge in Texas. I'll have more on the decision ...

How much can you do - and not do - about your employees' personal appearance and grooming? Take this quiz and find out! As usual, I'll have the answers at the end, so if you get one wrong, no one but you will know.

Ugly Fake Glasses.flickrCC.LoganIngalls
"Don't hate me because I'm ugly."

QUESTION 1: If I operate in a jurisdiction that doesn't have a law against appearance discrimination, I can make any rules about appearance and grooming that I want. 

TRUE

FALSE

QUESTION 2: My employees are required by OSHA to wear masks on the job. The masks are no good unless there is a proper seal around the employee's mouth and nose. Since facial hair prevents a good seal from forming, we have a no-beard policy. I have one employee who is Sikh and wears a beard for religious reasons. What should I do?

A. Let him keep his beard and pray that the mask will work without the proper seal.

B. Tell him he has to shave the beard off or lose his job.

C. Meet with him and explain that the mask is required by OSHA and the safety rationale for the rule. Talk with him about reasonable accommodations, which might include use of a different type of mask that works with a beard, or transfer to another position that doesn't require use of a mask. After you've talked and perhaps consulted with vendors or safety experts, make a determination of what to do that won't violate the law or endanger his safety while accommodating his beliefs as much as you can.

I don't know what to make of the study, conducted by business professors from the University of Michigan and Temple University, that purports to find a negative correlation between political conservatism among some law firm partners and the advancement of the careers of female attorneys in reporting to those same partners.

To put that in plainer English: According to this study

We are non-partisan here at Employment & Labor Insider, but that doesn't mean we can't look forward to the Iowa Caucus. (DISCLAIMER: This Employment Law Blog Carnival is guaranteed obsolete in two weeks, if not sooner.)

Iowa Postcard.flickrCC.Cas

Ring in the Old!

On February 1, Hawkeyes will gather at their precincts, hear inspiring speeches from the candidates' pitch men and women, and (if Republican) mark their ...

Grrrrrr.

This blog is non-partisan, but . . .

Bill Clinton 1996.flickrCC.Cliff
"OK. Maybe I did have sex with that woman, but I didn't harass her."

If you're following the 2016 presidential elections at all, you know that Hillary Clinton's political opponents are trying to attack her by making an issue of Bill's sexual misconduct. One of the things being said by some of Hillary's opponents is getting under my skin ...

The American Bar Association is accepting votes for its 2012 ABA Blawg 100 list. Thanks to you, we made the list last year. Once again this year, if you are so inclined, and if you cast a vote for Employment & Labor Insider, we'd be eternally grateful.

All you have to do is submit some very basic information about yourself and provide a short explanation (limit of 500 characters) of why you like ...

Robin Shea has 30 years' experience in employment litigation, including Title VII and the Age Discrimination in Employment Act, the Americans with Disabilities Act (including the Amendments Act). 
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