REASON PREVAILS…

The. Best. Job. In. The. World. The Sheraton-Four Points Hotel chain has created a new position of “Chief Beer Officer” to head the chain’s beer program and write beer-related blogs for the hotel website. Qualifications included being at least age 21, loving beer, and “a thirst-hand [get it?] knowledge of this glorious libation.” The advertisement resulted in more than 6,000 applications from beer-lovers in 31 countries.

Employer need not hire candidate who turned up nose at job, court affirms. An African-American car salesman who was specifically recruited for a general manager position but rejected the proposed salary was not discriminated against when the company that owned the dealership failed to hire him, said the U.S. Court of Appeals for the Eighth Circuit (Arkansas, Iowa, Minnesota, Missouri, Nebraska, North Dakota, and South Dakota). A friend of the plaintiff had told the president of the company that the plaintiff was “offended” by the salary. The president, who in turn said he was “offended” by the plaintiff’s reaction, did not pursue the offer further. The court, affirming judgment for the company as a matter of law, noted that “it almost defies reason” that the plaintiff would have been recruited only so that he could be discriminated against.

REASON FLAILS… 

Long-oppressed MSU Spartans, trust babies breathe sigh of relief. The city of Lansing, Michigan, which obviously has more than enough time on its hands, has enacted an ordinance prohibiting discrimination in employment based on “irrelevant characteristics,” defined as “any status or condition that is unrelated to a person’s ability to perform safely and competently specific duties of a particular job or profession or to qualify for promotion.” Among the stranger “irrelevant characteristics” listed in the ordinance are “student status” and “source of income.”

OK, now, who’s suing the parents? The parents of a 16-year-old girl have sued the Brunswick County, North Carolina, school system for failing to protect their daughter from a romance with a  40-year-old track coach. The school system responded that it  monitored a “mentoring relationship” between the two but found no evidence of a romance until the coach resigned from his position and married the girl . . . whose parents (aka “the plaintiffs”) gave legal permission – albeit “reluctantly” – to their underage daughter to marry the coach.

“Profane and violent” held to depend on your point of view. An employee who had a “profane and violent outburst” at work that might have been due to her bipolar disorder was protected from discharge, according to the U.S. Court of Appeals for the Ninth Circuit (Alaska, Arizona, California, Hawaii, Idaho, Montana, Nevada, Oregon, Washington, Guam, and Northern Mariana Islands), which was applying the Washington State disability rights law. In the rest of the world, the disabling condition is protected but not misconduct that results from same.

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