Showing posts with label employment policies. Show all posts
Showing posts with label employment policies. Show all posts

Tuesday, September 14, 2021

Employment law lessons from “Ted Lasso” – dating the boss


If you've not yet watched episode 8 (Man City) of the current second season of Apple TV+'s Ted Lasso and you don't want to be spoiled, now would be a good time to click the back button on your browser or close your email. Good? Okay. No grumbling; you've been warned.

Tuesday, August 17, 2021

Coronavirus Update 8-17-2021: Are your work-from-home employees working more one job from home?


This headline in the Wall Street Journal caught my eye: These People Who Work From Home Have a Secret: They Have Two Jobs.

A small, dedicated group of white-collar workers, in industries from tech to banking to insurance, say they have found a way to double their pay: Work two full-time remote jobs, don’t tell anyone and, for the most part, don’t do too much work, either.

Alone in their home offices, they toggle between two laptops. 

Thursday, February 4, 2021

No, you don’t get to keep your paid leave after your position is eliminated


The headline reads, "Trump aides made a late request to Team Biden to extend their parental leave. They said no." Here's the story:
[A] number of ex-Trump political officials … lost their parental leave when Joe Biden was sworn into office. It's a byproduct of the field they're in: Their boss (the president) may have been the one let go, but his departure has meant that they, too, lose their jobs and benefits. Still, they argue that the Biden administration should have honored their leave by keeping them on payroll until the end of it — a request that … the Biden transition did not grant.
One such employee, Vanessa Ambrosini, welcomed a new baby the week before Christmas, and was looking forward to parental leave through mid to late March. "I got completely screwed," she says.

No, Vanessa, you didn't. What you got was unemployed, a fact of which you should have been well aware since at least November 7. In fact, you should have been aware of it for more than a month before you started your maternity leave. It seems to me these employees are trying to take advantage of the consequences of which they were well aware in an attempt to make the new administration look bad. I don't buy it.

Friday, January 8, 2021

When you discover that you employ a seditious rebel #TraitorsGettingFired


Imagine you discover that Elizabeth from Knoxville is one of your employees.


Or what about Jake Angeli (the self-proclaimed QAnon shamen)?


Or Paul Davis?


Or this guy, who actually wore his work badge to the protest?


Or any of the others amid the hoard of seditious rebels who stormed the Capitol on Wednesday in an act of open rebellion against the United States and its government?

Question: Should these people be fired from their jobs?

Wednesday, December 16, 2020

My one work rule to rule them all


George Carlin was a genius. He just had a way of breaking down language into its most simple parts. Whether it was The 7 Dirty Words or The 10 Commandments, Carlin was just brilliant with language. For example, he dismantled each of the 10 Commandments into just two:

First:

  • Thou shalt always be honest and faithful, especially to the provider of thy nookie.

And second:

  • Thou shalt try real hard not to kill anyone, unless, of course, they pray to a different invisible man than the one you pray to.

I thought of this yesterday after stumbling upon a tweetstorm authored by Kate Bischoff reacting to this New York Times article suggesting that Jeffrey Toobin's long and esteemed career justifies that he should get his job back despite his Zoom full monty faux pas. 

Tuesday, October 27, 2020

Time to make sure your business has an Election Day plan. #vote


Election Day is in seven days. By all predictions, this election will see a record number of voters. As long as Election Day remains a working day, employees will show up to work late, leave work early, or take long lunches, just so that they can vote.

Please make sure your employees have sufficient time to do so. For starters, it's important that employees are able to exercise their voting rights. Secondly, at least here in Ohio, it's the law.

Tuesday, October 20, 2020

PLEASE don’t tell your employees which candidate to vote for


This post at the Evil HR Lady Facebook group caught my attention yesterday:

Florida company's president warns employees their jobs could be in danger if Trump loses election

Monday, February 3, 2020

Poll: how do you handle “Super Bowl Fever”?


Today is Super Bowl Monday, the day after the big game. The game ended after 10 pm last night, and parties went much later. In light of this, consider these stats from Kronos:

  • An estimated 17.5 million U.S. employees say they may skip work today. 
  • Of those employees, 11.1 million say they will likely use preapproved time-off.
  • Another 4.7 million plan to call in sick even though they’re really not ill.
  • 1.5 million say they will not tell anyone they’re not coming in and just won’t show up.
  • 11.1 million employees plan to go to work, but will show up late.

So here’s my question for everyone. How will your business handle the “Super Bowl Fever”?

Thursday, November 21, 2019

“Hairstyle discrimination” laws: a solution in search of a problem


I fully embrace the irony of a local news broadcast holding me out as the expert on hair discrimination. 👨🏻‍🦲

Irony notwithstanding, here I am on last night’s 6 o’clock news discussing why we don’t need to ban workplace hairstyle discrimination. (Big thank you to WEWS’s Mike Brookbank for reaching out and for the interview.)


Thursday, November 14, 2019

EEOC settlement provides expensive lesson on including social media in your anti-harassment policies and training


EEOC v. Nabors Corp. Services involves serious allegations of racial harassment, including the following.

Being addressed at work by co-workers with racial slurs such as “nigger”; being exposed at work to offensive, racially derogatory social media images and material circulated by co-workers and managers; being exposed to racist graffiti, including racial slurs and derogatory drawings concerning Black persons at company facilities in and around Pleasanton, Texas; being referred to as members of the “colored crew” by employees and managers; and in some instances, being subjected to intimidation and physical threats by employees because of race, Black.

The company recently resolved this case, agreeing to pay 10 employees a total of $1,225,000 to settle the EEOC’s claims of racial harassment, race discrimination, and retaliation.

Monday, September 23, 2019

No-fault attendance policies offer no cover when the ADA or FMLA are involved


An employee suffering from epilepsy, migraines, and heart condition asks (with a medical note) for two unpaid days off from work unpaid to treat symptoms related to her disabilities. Instead of granting the leave, the employer assigns the employee points under its no-fault attendance policy and fires her for exceeding the allowable number of attendance points. The EEOC has sued the employer, alleging disability discrimination.

Tuesday, August 6, 2019

It is an inexcusable sin for an employer NOT to have an anti-discrimination policy


There are some employment policies that you can get away with not having. An anti-discrimination policy is not one of them.

In Hubbell v. FedEx SmartPost (decided yesterday by the 6th Circuit), FedEx learned this lesson the hard way.

Tuesday, July 9, 2019

NLRB offers significant and important guidance on its new(ish) employee handbook rules


It’s been just over 18 months since the NLRB decided Boeing Co., perhaps its most significant decision in decades. It rewrote more than a decade of precedent by overturning its Lutheran Heritage standard regarding when facially neutral employment policies violate the rights of employees to engage in concerted activity protected by section 7 of the National Labor Relations Act.

In Boeing, the Board scrapped Lutheran Heritage’s “reasonably construe” test (a work rule violates section 7 if an employee could “reasonably construe” an infringement of their section 7 rights) with a test that balances “asserted business justifications and the invasion of employee rights” by weighing “(i) the nature and extent of the potential impact on NLRA rights, and (ii) legitimate justifications associated with the requirement(s).” It was a huge win for employers drafting and issuing workplace policies.

Tuesday, June 25, 2019

Employers are making new dog ownership a little less ruff by offering “pawternity” leave


In three days, my family grows by one. We’re adding a puppy.


My wife and kids have been clamoring for a new dog for a year. Loula (our current dog) is seven years old, and they don’t want to be in a position of not having a dog in our family. Plus, we don’t want to wait until Loula’s too old to tolerate the energy of a new puppy.

Thursday, April 18, 2019

How to fire an employee


The Wall Street Journal recently asked this simple question:

What's the Best Way to Fire Someone?

I have some thoughts.

Wednesday, April 17, 2019

Bathroom conversations aren't private conversations


Michael Woods, a mortgage banker at Quicken Loans, was having a bad day at work. A customer Woods had helped four years ago had been trying to get in touch with a Client Specialist; the company routed the call to Woods because of their prior relationship. He aired his grievance to a co-worker, Austin Laff, while they were in the bathroom together. "The client should get in touch with a fucking Client Care Specialist and quit wasting my fucking time."

Jorge Mendez, a supervisor, overheard this conversation from a stall. He responded with an all-employee email reminding everyone of proper conduct in public areas. "Never, EVER, should we be swearing in the bathroom especially about clients."

Monday, March 11, 2019

What a lawful "civility" policy looks like under the NLRB's Boeing test


Consider and compare the following workplace civility policies:

Commitment to My Co-Workers
  • I will accept responsibility for establishing and maintaining healthy interpersonal relationships with you and every member of this team.
  • I will talk to your promptly if I am having a problem with you. The only time I will discuss it with another person is when I need advice or help in deciding how to communicate with you appropriately.
  • I will not complain about another team member and ask you not to as well. If I hear you doing so, I will ask you to talk to that person.
  • I will be committed to finding solutions to problems rather than complaining about them or blaming someone for them, and ask you to do the same. 

-vs-

Blogging 

Blogging outside of the hospital must not include … disparaging comments about the hospital.

Monday, February 25, 2019

You're never too small to have an HR department


43 percent of American employees work for companies with 50 or fewer employees. I raise this statistic because it is almost a guarantee that many of these small businesses operate without a dedicated HR department or HR personnel.

Earlier this month, the EEOC settled a sexual harassment and retaliation lawsuit it had brought against several IHOP franchises operating in New York and Nevada. The allegations were truly awful, including misbehavior such as unwanted touching of female employees' buttocks and genitalia, graphic comments about sexual genitalia, invitations to engage in intercourse, and vulgar name calling, perpetrated by both managers and co-workers.

Wednesday, January 30, 2019

Employment policies in the polar vortex


How frigid are the temperatures going to be in Northeast Ohio today? Just about everything is closed. Even the post office suspended mail delivery. Just because you remain open for business does not mean that your employees will be in a position to get to work. Pipes burst. Furnaces break. Cars die. And with schools closed, many parents need to remain home with their children.

In light of these historically low temperatures, here are five key considerations for workplace severe-weather policies, including including how to handle issues such as attendance, wage and hour, and telecommuting:

Thursday, January 24, 2019

What's is the dumbest workplace policy you've ever encountered?


I spent my day yesterday mediating a case before the Ohio Civil Rights Commission. The mediation took place in a conference room on the 8th floor of the state office building in downtown Cleveland. The hardest part of my day? Believe it or not, it was simply getting to the mediation.