WIRTW #515 (the “Murica – part 2” edition)

 

Thanks, Abe.

Here's what I read this week:

Discrimination

• Could forcing an employee to sign a last chance agreement lead to a retaliation claim? — via Eric Meyer's The Employer Handbook Blog
• It’s Not the Damages, It’s the Attorneys’ Fees — via Dan Schwartz's Connecticut Employment Law Blog
• How Managers, Coworkers, and HR Pressure Women to Stay Silent About Harassment — via Harvard Business Review
• Race Discrimination Based on More Than Color—“Jewish Blood” — via FisherBroyles

Technology

• Technology Plays a Part In the Employee Experience — via hr bartender
• The Practical Guide to HR Analytics — via Next Blog
  New York’s very broad cyberbullying bill 2.0 — via Walter Olson's Overlawyered
• Formal Insider Threat Risk Assessment Program Best Addresses Employee Threats to Critical Technologies — via Trade Secrets and Noncompete Blog  
• One-Third of Businesses Lack a Cybersecurity Expert — via Dark Reading
  Fifth Circuit Reverses Dismissal of Data Breach Coverage Suit Against D&O Insurer — via The D & O Diary

HR & Employee Relations

• Episode 36 – Fire Pole — via Marc Alifanz's and Dennis Westlind's Hostile Work Environment Podcast
• Traveling for Business? WeWork Will Only Reimburse Your Meals if They are Vegetarian — via Evil HR Lady, Suzanne Lucas
  Former Employee Stole $1.3 Million From The ABA — via Above the Law
• The First Amendment and Burping — via HR Hero Line
• Can You Rescind Your Resignation? Papa John's Former CEO Wants To Know — via Donna Ballman's Screw You Guys, I'm Going Home
• When are Background Checks Issued in the Hiring and Selection Process? — via Workology
• "No Poach" Recruiting Agreements Continue to Fall Across Corporate America — via The HR Capitalist, Kris Dunn
• Can Attorneys Be Liable For Directing Clients to Breach Non-Competes? One Federal Court Says Maybe — via Trading Secrets

Wage & Hour

• Auto-deducted lunch breaks land employer in hot water — via HR Dive 
• The Eleventh Circuit Affirmed It Was Not A “Crime” To Not Compensate For Dressing and Drive Time — via Employment Law Lookout
• Employee or Independent Contractor? Simple as A-B-C — via Impact Litigation Journal
• Federal Circuit Affirms Dismissal of Independent Contractor Misclassification Claim — via Employment Class Action Blog

Labor

• How to Balance the Need for Surveillance Against Protected Activity? — via EntertainHR
• Hey, Hey, Hey, Goodbye: DOL Persuader Rule Nixed — via Labor Relations

OSHA & Safety

• Call Me, Maybe? Court Rules that Phone Call to OSHA Constitutes Filing of Whistleblower Complaint — via Workplace Safety and Health Law Blog
• West Haven bathroom conditions prompt OSHA complaint — via Workplace Safety and Environmental Law Alert Blog

Dealing with IEDs in your workplace—employees with intermittent explosive disorder

Every workplace has had THAT employee. The hothead. Someone who loses their cool at the drop of hat. Yells, screams, and is prone to fits of rage.

It should go without saying that no one should be required to be subjected to this degree of misconduct. For this reason, you may (should?) decide to separate Hothead's employment.

What happens, however, if Hothead delivers a doctor's note advising you that he or she is being treated for "intermittent explosive disorder?"

6th Circuit says full-time work is not an essential function of every full-time job

Is an employer required to permit a disabled full-time employee to work a reduced work schedule as a reasonable accommodation?

In Hostettler v. The College of Wooster [pdf], the 6th Circuit concluded that it depends on the specific position, and that an employer risks violating the ADA by declaring full-time work as an essential function of a position without analyzing the actual need for full-time work for that position.

Firing of deaf employee costs Costco a Costco-sized verdict

I've thought a lot of things walking through Costco.

Why aren't the free samples out yet?

What the heck am I going to do with 10 pounds of cheese, but damn that's a good price?

How did I just manage to spend $250?

The one thing I've never thought?

It's so loud in here; I wish the employees would speak more quietly.

Are you ready for rolling background checks of employees?

Last week, Bloomberg published an article warning businesses to get ready for rolling background checks at work — the practice of running regular background checks of existing workers in addition to the routine pre-employment screening.

I bring this story your attention not only because it's quality information, but also because it happens to quote yours truly (thanks to Mike Sasso for the interview):

WIRTW #514 (the “Happy birthday D-man” edition)

Tomorrow, this guy turns 10. Or, as he says, only 1 day left for single digits.

 

Happy Birthday Donovan!!! 🎂🎁🎈🎉

You're the funniest, sweetest, most gentle soul I know.

Here's what I read this week.

Does an employer have a duty to protect the personal information of its employees?

Consider the following scenario.

An employer discovers that an employee who worked in its information technology department had been stealing older laptop computers. Some of those computers had been used in the employer's human resources department and contained former employees' personal information (including social security numbers and drivers' license numbers), which the company collected on each employee at the time of hire.