Ah, words of wisdom from fake ‘90s boy band, 2+gether—though my mother will only remember Evan “The Heartthrob” Farmer from his days of hosting TLC’s “While You Were Out.” Have I digressed?
Aaaaaanywaaaaaay, breaking up with employees can cause some of the same “I can’t find my cat” problems for employers, specifically: What do you do when an employee who must be fired still owes the company money? You click here.
I know that we aren’t supposed to judge books by their covers, even if they are Nicholas Sparks books, but does this “there is more than meets the eye” rule apply to applicants? Can you judge an applicant based on their background check? This is starting to sound like a Sex in the City monologue.
TLNT.com has an answer for you: sure you can judge an applicant based on their past transgressions, but most of the time you shouldn’t. In fact, they believe that applicants can learn from their mistakes, and be a stronger candidate because of them. Say what?!
To read more about not being such a judgey judgerson, click here.
The world of immigration is a confused, strange, dangerous place, where it is every man for themself. Oh that’s Hunger Games? Well immigration is still confusing and big changes are ahead. Unlike Hunger Games there is someone here to help. There are sponsors in the Hunger Games…well, shoot. Well, did Katniss have a webinar? I didn’t think so!
What? A webinar, “Comprehensive Immigration Reform: A Detailed Overview of the Proposed Legislation and the Challenges to Its Passage”
When? June 4, 2013, 11 am Pacific.
How much? $99 – $49 for Ogletree clients
Click here for more information and to register. To watch the trailer for the new Hunger Games click here.
In a move completely unrelated to Texas toast, the Texas legislature is on its way to becoming the first state to change its laws to reflect and support the federal Lilly Ledbetter Fair Pay Act—the 2009 law requiring equal pay for men and women. This makes perfect sense to me: Tami Taylor doesn’t appreciate discrimination in the workplace.
Click here to read more about this development, including some “fascinating and disturbing statistics about wage discrimination.”
Do you remember the game “40 questions” that you used to play on road trips? Well the EEOC wants to play, but this time you don’t get to scream, “you’re a kangaroo” at the end. This time you get real answers, to real questions – not questions like “do you live under the sea?”
The EEOC has issued revised Q & A documents addressing ADA requirements for dealing with applicants and employees with cancer, diabetes, epilepsy, and learning disabilities. The answers are meant to help employers avoid disability-based harassment.
To read more and access the new documents, click here.
Hey everyone! Look over here – stuff is happening! Okay, good. Now that I have your attention, I want to tell you about three new Maryland statues that will affect basically everyone. Here we go:
- The Reasonable Accommodations for Disabilities Due to Pregnancy Actposes new regulations on accommodating pregnant women in the workplace.
- The Deployment of Family Members in the Armed Services Act requires employers to allow employees who have worked at least 1,250 hours in the last 12 months unpaid leave to spend time with their spouse, parent, stepparent, child, stepchild, or sibling the day the family member leaves or returns from active military duty.
- The Lien for Unpaid Wages Act establishes a system for employees to purse certain wages claims. The Act sets a clear step-by-step process and timeline for employees seeking a lien for unpaid wages against their employer.
Woosh. That is a lot of information to take in. This is like when I learned that Q-tips aren’t actually meant for cleaning your ears. To learn more about these acts, click here.
DISCLAIMER: Please forward this to anyone you know who, after all that we’ve been through with social media in the workplace, is still tweeting about how much they hate their job.
There’s a new app on the market called FireMe! designed to review your tweets for content that could potentially result in an adverse employment action. You know, just in case you aren’t capable of making sound, reflective decisions on your own—now a computer can help you do it.
May I offer a humble suggestion? Perhaps fire anyone working for you who uses this app? It seems to me that any employee who needs on an app to tell them that publicly posting on the Internet “I hate my dumb idiot boss—what a dumb idiot” could be damaging to their career might not be the kind of person you want making decisions for your company. (That’s not to say employers always make the best decisions – click here for 15 things you won’t believe bosses asked their employees to do.)
And click here to read more about FireMe! from our partners at Squire Sanders.