Posts tagged Handcuffs.

DEAR READERS: Before you accuse me of legal malpractice, take a look at tomorrow's date.  

Habit 1: Discriminate, retaliate, harass -- have a ball! There's a new sheriff in town, with a more employer-friendly, compliance-assistance-oriented U.S. Department of Labor (we think) and the nullification of burdensome regulations like the gone-and-not-lamented Fair Pay and Safe ...

Walter Olson of the great Overlawyered.com sent a challenge over Twitter earlier this week:

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For those of you who don't know Mr. Olson, he's a libertarian.  :-)

I have to admit, I needed time to process this! I complain about these laws all the time, but would I really want to get rid of all protections for employees who want to organize, be paid a fair wage, avoid being thrown out on the street ...

Thank you all very much for helping elect us to the American Bar Association Blawg 100 for 2016. We were one of only five employment law blogs to make the list, out of approximately 4,000 blogs in all legal categories. Your support and your readership are greatly appreciated!HonoreeBadge

We had a lot of guest bloggers this year, and they also deserve credit for our success. So thank you very much (in ...

UPDATE (10/14/16): The Hively decision discussed below was issued by a three-judge panel of the Seventh Circuit. This week, the full Seventh Circuit set aside the decision and agreed to rehear the case with all of the judges participating. Here is a copy of the order. 

The U.S. Court of Appeals for the Seventh Circuit decided last week in Hively v. Ivy Tech Man scratching head.flickrCC.RobbieBillerCommunity College that sexual ...

For a guy who doesn't tweet, Jim Coleman - head of Constangy's Metro Washington D.C. Office and co-chair of our Wage and Hour Practice Group - has suddenly become an awfully big Twitter celeb.

(Or anyway, as big a Twitter celeb as employment lawyers ever become.)

It all started last weekend, when I got a tweet from Suzanne Lucas, the Evil HR Lady:

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As I told Suzanne, I really wasn't sure, so ...

Some employers really, really hate to fire employees. That doesn't mean they won't do it - but they'll do just about anything to avoid calling it what it is.

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"You should usually call a spade a spade."

A few months ago, I wrote about "bogus RIFs" - when an employer tries to avoid "firing" an employee by claiming it's really a "reduction in force."

There's another kind of ...

(St. Patrick's Day is sooooo nine hours ago!)

Ever looking to the future, we celebrate the coming April Fools' Day with this month's greatest employment law Apr.Fool.ELBC.Foolblog posts. Some of my summaries are accurate, and others are "fools' editions" - you'll have to read the actual posts to know which is which. There are so many excellent posts that I'm listing them in alphabetical order by ...

You may recall that in early October the U.S. Supreme Court declined to review decisions from U.S. Courts of Appeals for the Fourth, Seventh, and Tenth circuits* that struck down same-sex marriage bans.

At that time, every federal appellate court facing the issue -- in addition to these three, the Ninth Circuit -- had found that same-sex marriage bans were unconstitutional.Gay-wedding.512px-Gay_wedding_a_by_Stefano_Bologni.JPG

Until ...

The Equal Employment Opportunity Commission has been on a tear this week, suing employers right and left, and getting some "wins" including a couple of big settlements . . .

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The EEOC "floats like a butterfly, stings like a bee . . ."

Train-wreck boss. The U.S. Court of Appeals for the Fifth Circuit (Louisiana, Mississippi, and Texas) vacated a summary judgment decision for a Tex-Mex ...

As promised on Monday, here is my magnum opus regarding the EEOC's new Enforcement Guidance on Pregnancy Discrimination and Related Issues. (Next week, I'll try to get back to spurious sexual harassment lawsuits against Yahoo executives and gift cards to employees who don't go to the bathroom during the work day . . . all that really important stuff.)Pregnant_woman.jpg

This past Monday, July 14, a divided ...

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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