Verizon has some serious bragging rights. Not only do they get to boast that they have the “fastest 4G network,” now they too can tout having paid out the largest disability lawsuit settlement in history.
Last month, Verizon Communications settled a class disability lawsuit with the Equal Employment Opportunity Commission (EEOC) for $20 million – the biggest settlement yet under the Americans with Disabilities Act (ADA).
The EEOC’s charge was brought about by Verizon’s “no fault” attendance policy, which made no exceptions and did not accommodate for employees with disabilities. This led to Verizon branches terminating employees after accumulating so many “chargeable absences” – even if those absences were due to disabilities covered under the ADA.
Besides the $20 million Verizon will pay out in the settlement, the company will also have to:
- change its attendance and ADA policies
- periodically hold manager ADA training
- report all employee disability discrimination complaints – in regards to the attendance policy – to the EEOC.
Despite all of this, I still prefer them to AT&T – the service really is unbeatable.
Speaking of the ADA, today only (8/11/11), our plain-speak, dual-focused digital guide to the Family and Medical Leave Act (FMLA) and the ADA, A Guide to FMLA and ADA, is available for a sale price of $23.99 (over 50% off). Click here to get your copy. Enter code ADAHRU11 upon checkout to receive your discount.
To read more on Verizon’s EEOC settlement, click here.
Everybody knows the Americans with Disabilities Act Amendments Act (ADAAA) of 2008 greatly widened the scope of potential lawsuits for employers to worry about.
But if I were to tell you that your employee could use the ADAAA to sue you based on a bad case of cubicle claustrophobia, would you believe me?
You know what? Let’s forget the hypotheticals, here. It happened. And the employee received a settlement of $150,000. (My reaction? I wish I had thought of it first.)
Click here to learn how a data technician in Utah settled one of the oddest ADAAA cases yet.
I know there’s been a lot of heat coming down on employers that use credit checks in the hiring process and until recently, that heat has been mostly hot air. But now there actually is some legislation in place you have to comply with.
One of the stipulations of everyone’s favorite law – the Dodd-Frank Wall Street Reform and Consumer Protection Act – amended the Fair Credit Reporting Act (FCRA) so that it now requires you to provide some information to the applicant or employee whose credit score you generated. So, all-in-all, not that big of a hardship.
I feel the most important thing to note here is that this law only applies to credit scores, specifically. So if you just use a credit report – without a score – and analyze it yourself, nothing will change for you.
Click here to find “Notification of Employment Actions Based on Credit Score” (written by our partners at Dickinson, Mackaman, Tyler & Hagan P.C.) and read more on the Dodd-Frank’s new credit score rules – including a comprehensive list of the information you’ll have to provide to applicants and employees.
Even the most loyal employees complain about their bosses. It’s only natural, and it’s hard to avoid. So I thought I might try to lessen that tendency with a little comparative perspective in a new segment called: Not my boss.
And what better place to start Not my boss, than by linking you to the winners of the “My Bad Boss Contest,” by Working America (found via @BizarreHR).
The top three worst bosses are guilty of:
- taking away everyone’s chairs…permanently
- continually harassing an employee at home (her health problems were messing up the schedule, you see)
- leaving granny panties all over the office.
Read the articles, then ask yourself: Would my boss do that?
If you feel you have a “horrible boss” story that can trump even these, please tell us about it by leaving a comment or tweeting @hridiot.