WIRTW #679: the “Portugal. The Podcast” edition

It's been a hot minute since my daughter and I recorded an episode of our podcast, The Norah and Dad Show. It only took a Portuguese holiday to get us off our duffs to record. It was a trip more than three years in the making (thanks to Covid), and we made the most of it — 12 days spread across Porto, Peniche, and Lisbon. On the episode we share our favorites from each of our three stops, some restaurant recommendations, cool sights and sounds (peacocks!), and our overall impressions of an amazing country.

You'll find it wherever you get you podcasts, including Apple, Spotify, Google, Amazon, and on the web.

When you finished listening to The Norah and Dad Show, I have two additional podcasts I recorded this week that you should also check out: The World at Work Workspan Podcast (discussing the significance of SCOTUS's end-of-term flurry of opinions) and DriveThru HR''s Labor Relatedly (discussing the ongoing Hollywood labor strikes and what they mean for all employers).

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

Never send an accused harasser on a business trip with his alleged victim

"If he wants to sleep with someone, you have to say yes. It's normal that the coach sleeps with the players in our team."

That's what an anonymous player told The Guardian about Bruce Mwape, head coach of the Zambia women's national team.

Are we really still talking about masks?

In-N-Out burgers are mid. Its employment practices are even worse.  

The restaurant chain is prohibiting employees in five states from wearing masks unless they receive a medical note from a doctor. 

The new rules apply to employees in five red or purple states — Arizona, Colorado, Nevada, Texas and Utah. Meanwhile, employees in two blue states — Oregon and California — may still opt to wear a mask as long as it's a company-approved N95. 

According to a company-wide memo, these new rule are designed to "emphasize the importance of customer service and the ability to show our Associates' smiles and other facial features." 

The 8th nominee for the “Worst Employer of 2023” is … the head hunter

If you work for the Anatomical Gift Association of Illinois (a non-profit organization dedicated to the procurement, preparation, and preservation of donations for medical and scientific study), body parts are an unfortunate occupational hazard. If, however, you lodge complaints with your supervisors about the "mishandling and poor conditions" of donated bodies, and then find three dismembered heads waiting for you at your desk … that occupational hazard becomes retaliation.

Why all employers should care about the SAG-AFTRA and WGA strikes

At midnight on July 14, SAG-AFTRA, the labor union representing 160,000 film and television actors, went on striking, joining their fellow members of the WGA on the Hollywood picket lines. 

One of the key issues in both negotiations in the future of AI in the entertainment industry. SAG-AFTRA claims that the studios want the ability to pay background actors for one day's work use that likeness in perpetuity for any project without consent or compensation, including through the use of generative AI to fully replace the live actor. Similarly, a key sticking point for the WGA is the use of generative AI to write scripts in their entirety, which can then be edited by lower-priced non-union members.

WIRTW #678: the “Happy Birthday” edition

Today is Donovan's 15th birthday. So, everyone please do this dad a solid and wish a 🎂 happy birthday 🎂 to this funny, smart, caring, compassionate, empathic, goofy, loving (and video-game loving) kid. I am better person because Donovan is my life.

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

A disabled employee is entitled to a “reasonable” accommodation, not a “preferred” accommodation

Jay Hannah worked as a package delivery driver for UPS. He developed hip bursitis, which caused pain in his lower back, hip, and buttocks. As a result, he requested two alternative reasonable accommodations: either that UPS allow him to drive his route with a smaller truck with softer suspension or that UPS reassign him to a non-driving inside job. 

UPS denied both requests. It determined that the specific needs of Hannah's route required a larger truck, and that the smaller van had an insufficient capacity to service his route. Other possible alternatives that could have permitted Hannah to use a smaller truck — giving a part of his route to another driver or completing the route himself in multiple trips — were not feasible as each would violate the governing collective bargaining agreement. Further, there were no openings for inside work at the time. UPS advised Hannah that it would consider him for any openings as they arose.

While UPS denied Hannah the particular accommodations he requested, it did allow him to retain his job and take a leave of absence without pay until he could return to work. And after several months, Hannah did return to work and thereafter continued to drive the route to which he was assigned in a truck suited for that route.