The 9th nominee for the “worst employer of 2018” is … the raging retaliator

Today, I take you to lovely Riverside County, California, home of Palm Springs, Joshua Tree National Park, the Coachella Music Festival … and the 9th nominee for the Worst Employer of 2018.

Until his termination on May 7, 2018, Andrew Yeghnazar had, since 2010, worked as the President of Blacoh Fluid Control, Inc.

What did Blacoh Fluid Control (allegedly) do to earn its nomination?

Can (or should) OSHA regulate the NFL?

Sports blog Deadspin asks: What If The NFL Were Regulated By OSHA?

Well, Deadspin, I’m glad you asked. I answered this very question over three years ago.

SCOTUS decision on class action waivers is not the epic win for employers it may seem to be

Yesterday, in a narrow, 5-4 partisan decision, the Supreme Court issued its most anticipated employment decision of its current term, Epic Sys. Corp. v. Lewis [pdf]. The Court reconciled six years of debate between split federal circuits into a unified standard that permits the waiver of class actions via the compelled individual arbitration of employment disputes.

Harassment prevention MUST start at the top

If you did not watch 60 Minutes last night, you should. The last segment detailed pervasive and rampant sexual harassment by famed chef and tv personality Mario Batali.

And it laid much of the blame at the feet of the CEO of one of the restaurants in which Batali invested, The Spotted Pig, and its owners, Ken Friedman and April Bloomfield. The segment argues that Friedman and Bloomfield turned a blind eye to years of Batali’s sexual harassment of the female employees of their restaurant, and knowingly allowed it to continue.

WIRTW #506 (the “car … scratch … melt …” edition)

What’s your security blanket? That place you go when your soul needs a hug?

Mine is music.

Today, my security blanket grew a few sizes, because Peter Gabriel finally added his catalog to Spotify.

For many, their entrée to Peter was John Cusack, boombox aloft in Say Anything. My exposure was a half-decade earlier. Growing up in Philadelphia, I started each morning listening to John DeBella’s Morning Zoo on WMMR. And Peter Gabriel was its patron saint. So I was exposed to a lot of PG’s music in my formative years. My love for his art has never waned, even as my tastes have evolved in the decades since.

This morning, I could not wait to get in my car, plug in my phone, and fire up PG 1 (aka “Car”). I felt the slowburn of comfort as Peter sang about Moribund the Burgermeister (a decidedly dark tune about Sydenham’s chorea, historically and traditionally referred to as Saint Vitus‘ dance, a disorder characterized by rapid, uncoordinated jerking movements primarily affecting the face, hands and feet).

Don’t get me wrong; I love discovering new music (check out Courtney Barnett’s Tell Me How You Really Feel, out today). But when I need that security blanket, I always turn to the old favorites.

Here’s what I read this week:

What should you do when ICE comes knocking

“Hi, I’m your friendly neighborhood Immigration and Customs Enforcement officer. Do you mind if I come in and take a quick look at your I-9 forms”

Yesterday I discussed the nuts and bolts of the I-9 form. Today, let’s take a look at what happens when Immigration and Customs Enforcement (ICE) audits your I-9 compliance.

7 things employers must know about the I-9 Form

Photo by Nitish Meena on Unsplash

Earlier this week, the Trump administration announced that it has doubled the number of worksite investigations and audits conducted by Immigration and Customs Enforcement. Its express goal is to make sure businesses are not employing people who are in the U.S. illegally.

What is such an audit? Simply, it’s a review of business records, specifically I-9s.

In light of this news, over the next two days I’ll be taking a deeper look at employers’ obligations to comply with immigration laws. Today, we’ll examine the I-9 itself, and tomorrow we’ll discuss what to do (and, maybe more importantly, what not do) if ICE or another agency shows up at your door asking about I-9s.

The easiest way to lose an employment lawsuit

Photo by Devin Avery on Unsplash

Yeterday, I was tagged with the following question on LinkedIn:

Interested in your opinion on this.

The “this” in question was an $7.97 million verdict a jury in Fresno, California, entered in favor of a Chipotle manager fired for allegedly stealing $626 in cash from the restaurant’s safe.

The ADA’s interactive process is always a two-way street

Photo by MelanieSchwolert via Pixabay

Who has the burden of proof in an ADA reasonable accommodation case? The employee, to prove a lack of an accommodation, or the employer, to prove the unavailability of an accommodation? 

In Snapp v. BNSF Railway, the 9th Circuit Court of Appeals re-affirmed that the burden squarely rests on the shoulders of the employee.

WIRTW #505 (the “birthday” edition)

This week I celebrated two milestones.

On May 9, the Ohio Employers Law Blog turned 11 (and after 11 years I finally dropped the apostrophe; grammarians, debate).

The day prior, Loula, our beloved family pet, turned 6.

Six is a milestone age for a dog in my family. I’ve never had a dog live this long. Flyer, my beagle, passed away at 5 from autoimmune hemolytic anemia. Zoey, our lab (and our “let’s get a dog before we have kids” dog), also passed away at 5 (you can read my obituary for her here).

Thus, we’ve waited with nervous anticipation for Loula to reach the age of 6, which she did on May 8.

It was certainly a day to celebrate. She kicked back with a dog-friendly cupcake (complete with candle, and which, for the record, my wife said tastes awful), while we humans ate ice cream and serenaded her with “Happy Birthday.”

Here’s what I read this week:

NBC News takes the unprecedented step to release its internal Matt Lauer harassment report

Image by Max Goldberg via Wiki Commons

Yesterday morning, NBC News released the complete report into its months long investigation of Matt Lauer.

I was astounded by NBC’s transparency. It is extraordinarily rare for a private company to release an internal investigative report of one of its employees. In fact, it runs counter to conventional wisdom that harassment investigations should be kept as confidential as possible under the circumstances. Perhaps the combination of NBC’s status as a news agency and the high profile nature of the allegations spurred its decision.

Sympathetic does not always equal protected under the ADA

Photo by Pexels on Pixabay

Today’s opinion is a lesson straight out of the school of hard knocks. No matter how sympathetic the plaintiff or how harrowing his plights, the law is the law and sometimes it’s just not on his side.

When an opinion starts with this quote, you know that the plaintiff is not going to have a good day.

What happened in Sepúlveda-Vargas v. Caribbean Restaurants, LLC (1st Cir. 4/30/18) to garner this tough life lesson from the court?

Should employers still test for marijuana?

Photo by Michael Fischer from Pexels

Ohio’s medical marijuana program is set to be fully operational by September 2018. Ohio will join 28 other states, and the District of Columbia, in which doctors can legally prescribe marijuana to treat certain medical conditions.

Ohio’s medical marijuana law does not require that employers accommodate employees’ lawful use of medical marijuana. It also permits employers still to maintain drug testing policies, drug-free workplace policies, and zero-tolerance drug policies.

Yet, with the lawful use of marijuana spreading, employers are asking if it still makes sense to test for it as part of pre-employment drug screenings.

The 8th nominee for the “worst employer of 2018” is … the age discriminator

Today’s nominee for the Worst Employer of 2018 is Seasons 52, a national, Orlando-based restaurant chain.

Last week, it agreed to pay $2.85 million to settle a nationwide class age discrimination lawsuit brought by the EEOC. The lawsuit included significant direct evidence of age discrimination.

WIRTW #504 (the “once bitten, twice shy” edition)

Never in my life did I think that I’d ever attend a biker rally. Yet, three weeks from tomorrow, I’ll be in Sandusky, at Ohio Bike Week.

Why?

I’ll be watching Norah and her bandmates warming up the crowd for 80’s hair band Great White.

If you’re attending, please say hi. I’ll be the one without the motorcycle.

THIS is how you reasonably accommodate a disabled employee

Photo by David Pisnoy on Unsplash

I’ve spent a lot of time over the past 16 months discussing bad employers—those that so mishandled employees that they earned a spot on my list of America’s Worst Employers.

Today, I thought I’d take a look at the brighter side—an employer that handled a tricky employee issue correctly.

5.1 millions reason to keep religion out of your workplace

I’m thinking of starting a religion

“Onionhead” teaches people to direct their emotions in a truthful and compassionate way. It is central to the teachings of the Harnessing Happiness Foundation, a 501c3 nonprofit organization dedicated to emotional knowledge and intelligence, conflict resolution, and life handling skills.

Onionhead is also central to a religious discrimination lawsuit brought by the EEOC against United Health Programs of America and its parent, Cost Containment Group. The aunt of the defendants’ CEO is the creator of Onionhead.

No one should ever have to choose between their children and their job

Three female associates at Morrison & Foerster have filed an alleged $100 million class-action sex discrimination lawsuit against the firm. They claim that their employer “mommy tracks” lawyer moms working at the firm by denying them opportunities for advancement and higher pay.

According to the lawsuit [pdf] (care of the ABA Journal):

Hair discrimination; not a thing

Give me a head with hair, long beautiful hair
Shining, gleaming, steaming, flaxen, waxen
Give me down to there hair, shoulder length or longer
Here, baby, there, momma, everywhere, daddy, daddy
Hair, hair, hair, hair, hair, hair, hair, hair
Flow it, show it, long as God can grow it, my hair

– “Hair”

Friday’s tongue in check post about the beauty of baldness got me thinking about hair and employment law.

Or, more to the point, can an employer run afoul of discrimination laws by making an employment decision based on one’s hairstyle?

WIRTW #503 (the “bald is beautiful” edition)

I need to get something off my chest. An albatross I’ve carried since my teenage years. I’ve been crushed by the weight of success, intelligence, and sheer masculinity.

And now science has finally, and thankfully, provided a rational explanation for my years of pain.

Bald men look more successful, intelligent and masculine — science says 

The 7th nominee for the “worst employer of 2018” is … the pregnancy provoker

Kayla Edwards worked as a cashier for Aramark at its location in Gettysburg National Park.

In February 2017, Edwards became pregnant with her third child.

That’s when her troubles at work began, at least according to Edwards’ lawsuit [pdf] (filed earlier this week in federal court in Pennsylvania).

Nearly half of American workers admit to engaging in workplace revenge

Photo by Avalon_Mists on Pixabay

And every time I scratch my nails
Down someone else’s back I hope you feel it

Alanis Morisette 

Revenge. So natural, and yet so wrong. “Turn the other cheek” is always the preferred practice, and, yet, often life is more “smack you in the cheek” as you turn away.

Even at work.

According to a recent study, 44 percent of workers admit to partaking in some type of workplace revenge.

Maternity leave does not guarantee continued employment

By Grand Parc CC BY 2.0 via Wiki Commons

Michelle Bailey worked in the human resources department of Oakwood Healthcare. During her maternity leave, her immediate supervisor and others assumed her responsibilities, and discovered certain deficiencies in how she performed her job.

Discovery of those deficiencies led the supervisor to review Bailey’s qualifications as set forth in her employment application. That review, in turn, uncovered an application Bailey had submitted for a different position at Oakwood two years earlier. A comparison of Bailey’s two resumés on file lead to the conclusion that Bailey had falsified her later application by exaggerating her prior experience and qualifications.

That discovery, coupled with the performance deficiencies, caused Oakwood to terminate Bailey’s employment upon her return from maternity leave.

DO NOT sacrifice employee safety for productivity

Photo by Milo McDowell on Unsplash

The Verge reports that workers at an Amazon distribution facility are “forced to pee in bottles or forego their bathroom breaks entirely because fulfillment demands are too high.”

While this is horrible, and demeaning, it’s still just employees peeing in bottles. It’s not THAT big of deal? Right?

Wrong.

WIRTW #502 (the “AirTalk” edition)

Earlier this week, the U.S. Senate made history by unanimously changing its rules to permit Senator (and new mom) Tammy Duckworth to bring her newborn onto the Senate floor while she cast votes.

Yesterday, I guested on Los Angles public radio station KPCC’s AirTalk and spoke with Libby Denkmann about what this means for the future of parental leave laws in America, and why we should be ashamed that countries like Iran and Afghanistan do more for their working moms than we do.

Thanks to Libby for the great conversation, and to my friend, Kate Bischoff, for the connection.

You can listen here. The segment starts at 29:50, and my interview starts at 41:30.



Here’s what I read this week:

If you weren’t angry about the fired Saints cheerleader before, you will be now.

Remember Bailey Davis? She’s the New Orleans Saints cheerleader fired for violating the team’s social media policy.

Her offense? This photo, which she posted to her personal Instagram.

She’s already filed a civil rights complaint, and now she’s speaking out about her alleged discriminatory treatment, and discriminatory policies in professional cheerleading in general.

Apparently God is in the restaurant business, at least according to the 6th Circuit

Photo by chuttersnap on Unsplash

It’s been nearly three years since I first reported on the Department of Labor’s wage and hour lawsuit against Akron, Ohio’s, Cathedral Buffet, owned and operated by the Earnest Angley Ministries.

The DOL’s allegations are pretty offensive. Not only did it claim that all of the restaurant’s employees worked for free, it also claimed that the ministry coerced church members into volunteering, telling them they “had an obligation to provide their labor to the Buffet, in service to God, and that a failure to offer their labor to the Buffet … would be the same as failing God;” that Angley “was God’s prophet, and saying ‘no’ to Angley would be tantamount to saying ‘no’ directly to God,” and “‘blaspheming against the Holy Ghost.’”

I abhor the term “wage theft,” and you should too

Photo by Thirteen .J on Unsplash

This past Sunday’s Cleveland Plain Dealer ran a story entitled, Do wage theft laws in Ohio harm or help workers? Notably, it quoted yours truly as the voice of management on this issue (thanks to Olivera Perkins for the interview):

Some business advocates argue with the very term “wage theft.” Jon Hyman, a local lawyer who represents employers, says not every employer cited for wage theft has willingly denied rightful wages.”To me, wage theft is a loaded term,” he said. “It presumes an intent to steal.” 

Must you pay employees for FMLA-related breaks during the work day?

Photo by Liam Stahnke on Unsplash

Last week, the Department of Labor Wage and Hour Division resumed its practice of publishing Opinion Letters. One of the first it published answers an interesting question about the intersection of the FLSA and the FMLA.

Must an employer pay an employee for FMLA-approved breaks taken during the work day?

I’ve taken some journalistic license and paraphrased the questions. The answers, however, are verbatim from the DOL Opinion Letter FLSA2018-19 [pdf].

WIRTW #501 (the “fireflies” edition)

According to a recent study, going to concerts adds years to your life.

If this is true (and who am I to argue with science), then last Thursday should propel me into triple digits.

We went to see our fav, Rhett Miller, who invited Norah to share the stage and duet with him.

I learned 4 things watching Norah:

1. She’s got nerves of steel (which I kind of already knew).
2. Her performance belies her 11 years of age (which is also kind of already knew).
3. She can hold her own with a 30-year veteran of the industry.
4. Thanks to Fake ID, I’m probably on an FBI watchlist.

Thank you Rhett, from Norah (and us, too). You are one of a kind.

Here’s what I read this week:

Anti-harassment anthems

Yesterday, I came across the very cool video for a new Speedy Ortiz song, “Villain.”

The song tackles issue of harassment, assault, and consent.

Rock music has always tackled the important social issues of the times, and #MeToo should be no exception.

The other side of diversity

Photo by Igor Ovsyannykov on Unsplash

Workplace diversity has two sides.

One side says that employers cannot discriminate against minorities. The other says that employers cannot discriminate against non-minorities in favor of minorities.

Some people call this reverse discrimination. I just call it discrimination.

#Me(n)Too

According to the Washington Post, nearly one in five — about 17 percent — of harassment complaints filed with the EEOC come from men.

And many involve same-sex harassment.

Some examples:

Cyclist fired for flipping off Presidential motorcade sues former employer

You may recall Juli Briskman, the biker that flipped the finger to Trump’s passing motorcade, and lost her job after a photo she posted went viral.

Ms. Briskman is not taking her termination lying down. In what appears to be a deep-funded and well-orchestrated campaign, she has filed suit in Virginia state court against her ex-employer.

WIRTW #500 (the “500th” edition)

Photo by Alexas_Fotos, via Pixabay

October 12, 2007. I posted my first ever edition of WIRTW (What I Read This Week). It looked a little different back then.

It’s since morphed into what I hope is a useful weekly resource for employers to find the best labor and employment blog posts each week.

Also, holy heck! Ten and a half years and 499 installments later! Who’d have thunk it‽

Thank to everyone for reading along all these weeks and year, and to the other great bloggers who’ve published content that I’ve shared. I literally could not write this column without y’all.

Here’s this week’s list of what I read this week:

In the era of #metoo, let’s not lose focus on the “me”s other than sex

Photo by Luke Braswell on Unsplash

We’ve all done a lot of talking over the past six months about sexual harassment. We should not forget, however, that our laws make harassment unlawful if it’s based on membership in any protected class.

A federal jury in Detroit just provided employers a very real reminder of this fact.

It tagged Ford Motor Co. with a $16.8 million verdict. The plaintiff, a former Ford engineer, proved that the automaker created a hostile work environment based his Arab background.

Does your company need an Affirmative Action Plan?

Photo by Tirachard Kumtanom from Pexels

Compliance is a tricky beast, especially when you don’t know what laws your organization is supposed to be complying with.

Thus, every now and again it’s worthwhile to take a topic and break it down to it’s most basic level. Today is one of those days, and the topic is Affirmative Action Plans. 

As in, do you even know if your organization needs one?

It’s as simple as answering these four questions.

Supreme Court puts the breaks on the narrow constructions of FLSA exemptions

Photo by Coolcaesar (Own work),
via Wikimedia Commons

Yesterday, in a narrow 5-4 decision, the Supreme Court held that automobile service advisors are exempt from the FLSA’s overtime requirements.

The exemption applies to “salesmen … primarily engaged in … servicing automobiles.” The majority broadly defined these terms to hold that the plaintiffs were exempt.

And while this aspect of the decision is interesting to automobile repair shops and car dealerships, it's the opinion’s broader implications that are more interesting to me.

The 6th nominee for the “worst employer of 2018” is … the sadistic sergeant

Thomas Schiermeyer was already a recruit for the Seaside Park, New Jersey, Police Department, when he applied to the Police Academy for a promotion to an entry-level Officer. 

The application process he alleges in his lawsuit is one that I’ve certainly never seen before, and one to which no employee ever should be subjected.

Don’t sleep on verifying reasonable accommodations

Photo by Nathan Dumlao on Unsplash

George Hirmiz, a front-desk clerk at a Travelodge Hotel, was caught on video sleeping in the hotel lobby while a fight broke out among its guests. After the hotel fired him, he claimed disability discrimination. His disability? An alleged illness that he had contracted from long-term exposure to high levels of electromagnetic voltage at the hotel.

The 7th Circuit had little difficultly affirming the dismissal of his lawsuit:

What does it mean to have “work/life balance”?

What’s your definition of “work/life balance”?

To me, work/life balance means that I have the flexibility to tend to the needs of family when the need arises, and otherwise work when and where I am able.

• No school bus this morning? I’ll get to the office at 9 am instead of 7:15.
• Doctor’s appointment? No worries. I’ll leave the office at 3 and finish up what needs to be done tonight.
• Bad weather? It’s not productive to waste two hours in traffic. I’ll work from home.
• Early evening gig for the kids? I’ll pick them up from school.

Let’s all try to remember to have gender-neutral employment policies

Photo by NeONBRAND on Unsplash

Former New Orleans Saints cheerleader Bailey Davis has filed a complaint with the EEOC accusing her former employer of having one set of rules for its male players, and another for its female cheerleaders.

The Saints fired Davis after it claimed she violated a rule prohibiting cheerleaders from appearing in photos nude, semi-nude, or in lingerie. She had posted a photo of herself in a one-piece outfit to her private Instagram.

OSHA resources to protect healthcare workers

Photo by Natanael Melchor on Unsplash

You might think that construction workers or manufacturing employees have the highest rate of workplace injuries. To the contrary, however, it’s healthcare workers.

On average, U.S. hospitals recorded 6.8 work-related injuries and illnesses for every 100 full-time employees, nearly twice the rate for private industry as a whole. The numbers are even higher for nursing and residential care facilities.

The most typical injuries include overexertion and repetitive stress; slips, trips, and falls; contact with objects; workplace violence; and exposure to harmful substances (including needle sticks).

Thankfully, if you are healthcare employer, OSHA has myriad publications to help.

WIRTW #499 (the “boarding house” edition)

The first time I ever heard of Jack White was August 10, 2001. I read about this up and coming band playing at the Beachland Ballroom. It was two-piece, the “brother” playing guitar and singing, and the “sister” on the drums. I was intrigued enough to check them out. Memory tells me that the first song Jack and Meg played that night was “Dead Leaves and the Dirty Ground.” Setlist.fm says it was “Let’s Shake Hands.” It doesn’t matter. After one song, I was completely hooked, and by the end of their set I had found a new artist to add to my musical pantheon.

Today, Jack White released his latest album, Boarding House Reach. Like everything he does, it rocks. It’s also brilliantly bonkers. Jack White is the mad scientist of 21st century rock ‘n’ roll. Like Bowie before him, Jack does an amazing job of changing things up from project to project, and this one does not disappoint.

Give it a listen:


Here’s what I read this week:

Ohio Chamber of Commerce takes the lead on fighting addiction at work with launch of its Employer Opioid Toolkit

Nearly 50,000 Americans lost their lives to opioid-related overdoses in 2016. Compare that figure to the HIV/AIDS epidemic, which recorded 43,000 deaths during its peak in 1995, or the entire Vietnam war, which saw 58,000 U.S. soldiers die.

Needless to say, our opioid problem is a national epidemic. And, Ohio sits right on the front lines, with the 3rd highest rate of annual opioid-related deaths, trailing only West Virginia and New Hampshire.

My state, however, is not taking this problem sitting down. Last week, the Ohio Chamber of Commerce launched its Employer Opioid Toolkit.

How can you transition older workers if you can’t force them to retire?

A Michigan oral surgery practice has agreed to pay $47,000 to settle an age discrimination lawsuit filed by the EEOC. The agency alleged that it violated the ADEA by maintaining a policy that required employees to retire at at 65. The lawsuit stemmed from the firing of an employee four days after her 65th birthday.

According to Kenneth Bird, regional attorney for the EEOC’s Indianapolis District Office, “December 2017 marked the 50th anniversary of the ADEA, Five decades later, the EEOC remains committed to vigorously enforcing that all-important law. Private employers need to understand that mandatory retirement policies run afoul of the ADEA and will be met with challenge.”

He’s absolutely correct.

I’m lovin’ it: McDonald’s settles joint employer case with NLRB

It has been nearly four years since the NLRB filed complaints against McDonald’s, seeking to hold it liable as a joint employer for the unfair labor practices of its franchisees. I have suggested that “if franchisors are equal under the National Labor Relations Act with their franchisees, then we will see the end of staffing agencies and franchises as a viable business model.”

In the interim, the NLRB has flip-flipped on its joint employment standard several times, and this very important area of the law has been in flux.

Now comes word that the NLRB and McDonald’s have reached an 11th hour settlement.

The 5th nominee for the “worst employer of 2018” is … the pension preventer

ERISA section 510 provides:

It shall be unlawful for any person to discharge, fine, suspend, expel, discipline, or discriminate against a participant or beneficiary for exercising any right to which he is entitled under the provisions of an employee benefit plan … or for the purpose of interfering with the attainment of any right to which such participant may become entitled under the plan.

The Supreme Court has long interpreted this section as “protect[ing] plan participants from termination motivated by an employer’s desire to prevent a pension from vesting.” As the 6th Circuit noted, “[T]he prohibitions were aimed primarily at preventing unscrupulous employers from discharging or harassing their employees in order to keep them from obtaining vested pension rights.”

Late Friday, Attorney General Jeff Sessions fired former FBI Deputy Director Andrew McCabe late Friday. McCabe was (almost) a 21-year veteran of the Bureau, and was to have retired just two days later. The March 16 firing, however, prevented McCabe both from voluntarily leaving the FBI and collecting his federal pension.

WIRTW #498 (the “blarney” edition)

Photo by Khara Woods on Unsplash

Tomorrow is St. Patrick’s Day. Have you ever thought about what the Patron Saint of Ireland can teach us about employment-law compliance? I did, seven years ago.

Click here for 10 compliance challenges to chase out of your workplace.

Here’s what I read this week:

Harassment training is about creating a culture, not checking a box

Bloomberg reports that demand for anti-harassment training videos has surged in the #MeToo era.

Here’s the problem, however. The Bloomberg article talks about training videos, the absolute worst kind of training.

Anti-harassment training is all about creating an anti-harassment culture in your workplace—about employees understanding what harassment is, how to complain about it, and that your company does not ever accept it.

How your problem employee is like an old hot water tank

Last night, my hot water tank died. It was old (14, to be exact).

During his shower, I heard Donovan yell, “Dad, there’s no hot water, and I’m freezing!” On a hunch, I traveled down to the basement, which is where I found puddles on the floor under and around the tank.

To be fair, we ignored a whole bunch of signals over the past few years. 

Fluctuating water temperatures. A 50-gallon tank that would often deplete in a half-hour. Neighbors that had replaced theirs years ago. 

Which got me thinking … an old hot water tank is not all that different from your problem employee.

Tattoos at work: more acceptance, yet still some legal risk

By ABC TV [Public domain],
via Wikimedia Commons

I am not a tattoo person. Yet, a whole lot of people are. And the numbers are increasing.

In fact, according to one recent survey, 3 in 10 Americans have at least one tattoo, up 50% in just four years. And, the younger you are, the more likely you are to sport a tattoo: 47% of millennials have a tattoo, as compared to 36% of gen Xers and only 13% of baby boomers.

Department of Labor trying to get employees PAID for inadvertent FLSA violations

Photo by Sharon McCutcheon on Unsplash

For almost as long as I’ve been writing this blog, I’ve been preaching the proactive benefits of wage and hour audits for employers (e.g., here and here).

It appears that the Department of Labor agrees.

Last week, it announced a nationwide pilot program—the Payroll Audit Independent Determination (PAID) program—which will permit employers to self-report FLSA violations to the Department of Labor without risk of litigation or enforcement proceedings. It enables employers to resolve inadvertent minimum wage and overtime violations without litigation.

WIRTW #497 (the “love” edition)

For the past 496 Fridays (plus a few off here and there) I have shared my list of what I read this week.

Implicit in each share is my recommendation that among those links are a few that you should read, too.

This week, however, there is only one thing you should (must) read.

Kevin Love, all-star power forward for the Cleveland Cavaliers, wrote about his life-long mental health issues.

6th Circuit is the latest court to conclude that Title VII expressly prohibits LGBT discrimination

Photo by Sharon McCutcheon on Unsplash

Yesterday, the 6th Circuit Court of Appeals joined a growing number of federal appellate courts to hold that Title VII’s prohibition against sex discrimination expressly covers LGBT employees.

The claimant in EEOC v. R.G. &. G.R. Harris Funeral Homes [pdf], Aimee Stevens (formerly known as Anthony Stephens) was born biologically male, and presented as such when hired. The funeral home’s owner and operator, Thomas Rost, fired her shortly after she informed him that she intended to transition from male to female and would represent herself and dress as a woman while at work.

“Measure twice, cut once," and, for the love of God, don’t email porn to everyone on your company’s contact list

Photo by Wes Hicks on Unsplash

In what may be the greatest (or, depending on your perspective, worst) employee mistake of all time, the Utah State Bar emailed a photo of a topless woman to more than 11,000 of its members.

For its part, the Bar has apologized, and has said it is investigating how the incident occurred and will publicize its findings.

Speculation on the cause of the unfortunate email ranges from hackers to a disgruntled employee.

It’s neither.

Readers, let me break this case for you.