WIRTW #664: the “CE” edition

Are you an HR professional in need of SHRM recertification credits? Will you be attending the Craft Brewers Conference in May? If you answered "yes" to both, then you're in luck. The Brewers Association just announced its Recertification Provider status with SHRM and will begin offering programs that qualify for SHRM recertification credits. CBC is the first of these programs.

SHRM will provide professional development credits for all seminars that take place as part of the THRIVE pre-conference workshop on Sunday, May 7 (which includes mine on ADA compliance, accommodations, and accessibility), in addition to select seminars in the main conference's THRIVE educational track. THRIVE is a day-long pre-conference workshop designed for owners, people leaders, HR, and diversity, equity, and inclusion practitioners that will provide an integrated dive into DEI, HR, and wellness topics for craft brewers of all sizes.

If you're planning on attending CBC let me know. I'll have more to share as we get closer to the event about when and where we can meet up. I'd love to buy you a beer.

Here's what I read this week that you should read, too.

Relaxing child labor protections is not the solution to our labor problem

Ohio's Senate recently passed legislation that, if signed into law, would make it easier for businesses to employ 14- and 15-year-old children. SB 30 would amend Ohio's current child labor laws to permit 14- and 15-year-olds to work later than 7 pm during the school term with "approval to do so from the person's parent or legal guardian." 

According to State Sen. Tim Shaffer, a Fairfield County Republican, he sponsored the bill to help solve Covid-related workforce shortages, in addition to teaching teens necessary work skills: "Learning how to show up on time, learning how to follow direction and execute commands and execute missions — I know at that age it was critically important for me. And this will certainly help employers across Ohio with their staffing problems as well."

Someone needs to take away Elon Musk’s twitter access

The reality is that this guy (who is independently wealthy) did no actual work, claimed as his excuse that he had a disability that prevented him from typing, yet was simultaneously tweeting up a storm.

That was Elon Musk's very public, and very offensive, tweet to a former Twitter employee who had asked whether the company still employed him, as his network access had been inactive for nine days and no one from HR could confirm his employment status.

The 3rd nominee for the “Worst Employer of 2023” is … the awful accommodator

You'd think a nonprofit that provides programs for people with disabilities to build self-reliance through employment services would know a thing or two about the ADA's requirements for reasonable accommodations.

Then there's Innovative Services NW, which the EEOC just sued for it's failure to accommodate a janitor suffering from a degenerative hip disorder. He had asked for a stand-up vacuum to push instead of a backpack vacuum to wear. Not only did ISNW not accommodate him, but it also fired him for his inability to wear that backpack vacuum.

WIRTW #663: the “growth” edition

Growth comes in many forms.  For my son, it came in the form of a daily injection of growth hormones since the age of seven. 

Because of his Noonan Syndrome, he's genetically predisposed to being short statured. That fact that I'm 5' 7" and his mom 4' 11" also didn't help his cause. Donovan was barely on the growth chart, and his doctors projected his full adult height at a mere 5' or 5' 1". Shortly after his 7th birthday he took his first dose of growth hormones, a daily injection. It was his decision after he was deemed not tall enough for a new bike he wanted. His endocrinologist at the time thought my wife and I were out of our minds for letting Donovan decide if and when to start treatment. To us, however, if he's the one taking the needle, he should have some say in the if and the when. 

Earlier this week Donovan took his final dose, a decision made by his current endocrinologist that he's received all of the possible medical benefit from the more than 2,700 injections he took over nearly eight years.

He's now close to 5' 7", with another inch or two still to grow. That's what I call growth.

Here's what I read this week that you should read, too.

Class action lawsuit highlights the risk of AI in hiring and other employment decisions

Yesterday, news broke of a class action lawsuit filed against HRIS provider Workday claiming that its artificial intelligence systems and screening tools disproportionately and discriminatorily disqualify Black, older, and disabled job applicants. 

The named plaintiff, Derek Mobley, is a Black man over the age of 40 who suffers from anxiety and depression. He alleges that he applied for 80-100 positions since 2018 that use Workday as a screening tool and has been denied every time despite his qualifications. 

Mobley claims that Workday's artificial intelligence unlawfully favors applicants outside of protected classes through its reliance on algorithms and inputs created by humans conscious and unconscious biases. 

Tweets, honest beliefs, and terminations

@realDonaldTrump I am the VP of HR in a comp outside of philly an informal survey of our employees shows 100% AA employees voting Trump!

On July 24, 2016, Kathleen Jungclaus — the 55-year-old then-VP of HR for Waverly Heights Ltd. — tweeted the above. A couple of months later, someone anonymously notified Jungclaus's superiors of the tweet. When confronted, Jungclaus initially provided shifting explanations of the tweet's origins but ultimately admitted posting it. As a result, Waverly fired her for violating its social media policy (which she had drafted). After Waverly replaced her with someone 12 years her junior, Jungclaus sued for sex discrimination, age discrimination, retaliation, and hostile work environment.