Blog
SAY “ADAAAAHHH” – MORE PEOPLE TO BE PROTECTED UNDER FEDERAL WORKPLACE DISABILITY LAWS
The Equal Employment Opportunity Commission (EEOC) has issued its final rule, effective May 24, 2011, implementing the Americans with Disabilities Act Amendments Act of 2008 (ADAAA). The agency’s directive seeks to cement the ADAAA’s expanded scope of workers protected against disability discrimination. The original ADA (1990) defines “disability” as: a) a physical or mental impairment […]
THE PERILS OF HIRING SUMMER INTERNS
No Free Ride for Employers Who Ignore the Rules With an economy continuing to sputter, a company may be more keen to take on unpaid summer interns to share the workload. Yet, if a business fails to fulfill detailed laws and regulations for such training programs, this supposed “cost-cutting” measure could become an expensive litigation […]
NATIONAL ORIGIN DISCRIMINATION
Best Practices for Fair and Equal Employment In our richly diverse society, it is perhaps no surprise that national origin workplace discrimination claims have been increasing steadily across the country since 2001. It is unlawful for business to make a significant employment decision – e.g. hiring, advancing, demoting, or firing – based on a worker’s […]
FAIR AND BALANCE – HARASSMENT AND DISCRIMINATION WORKPLACE INVESTIGATIONS
A strong policy prohibiting harassment and discrimination is worth little if an investigation over a complaint is badly handled. Among the important rules: Don’t Delay – Failing to start or complete an investigation promptly creates a potential claim that the company condoned the alleged misconduct, thus increasing the risk of a legal claim; Ensure no […]
DEFINING EMPLOYEE PRIVACY
When Does Legitimate “Need-to-Know” Cross the Line? Businesses have valid interests in accessing potentially sensitive employee information as long as that access is reasonably necessary to maintain workplace safety and security. On the other hand, companies must respect worker privacy on matters that are irrelevant to administration and operations. Clear, comprehensive written policy is essential […]
FORUM ON YOUTH VIOLENCE AND HUMAN RIGHTS
Saturday, April 30, 2011 9:30 A.M. – NOON Youth for Human Rights International and United for Human Rights present A Community Forum on Youth Violence and Human Rights Brunch, with presentations and panel to follow Church of Scientology of Pasadena Chapel 35 S. Raymond Ave, Pasadena, CA 91105 RSVP:(626) 583-6600 Photo: Pierre Holtz. […]
NEW COSTUMES LEAD TO FIRING OF NJ CASINO SERVERS
When Katharyn Felicia was told that she and other cocktail waitresses at Resorts Casino Hotel were to pose for photos in skimpy new flapper costumes, she thought it was to evaluate the sexy black outfits to make sure they fit and looked right. What the women didn’t know, she said, was that the photo shoot […]
JOB DISCRIMINATION AGAINST THE UNEMPLOYED
EEOC’s Recent Hearing on Out-of-Work Job Applicants In Being Unemployed Just Got Harder (February 16, 2011), we reported the U.S. Equal Employment Opportunity Commission’s (EEOC) impending hearing on a possible national trend of hiring only those currently employed — a choice certainly not likely to help the country’s unemployment challenges. In a post-hearing statement, EEOC […]
EMPLOYEE MEAL PERIODS AND REST BREAKS
California’s Basic Requirements for Daily R&R California hourly workers are entitled to certain rest and meal breaks depending on how many hours they work in a given day. The basic rules: employers must provide an unpaid off-duty meal period at least 30 minutes long for every 5 hours in a workday, and 10 minute paid […]
WHEN EXTRA HOURS ARE NOT OVERTIME
Same-Week Makeup Time in California California is one of a minority of states that requires higher pay for daily overtime, after eight hours of labor. This could discourage companies from permitting employees to make up time taken for important engagements by adding hours onto another day’s work. However, following certain guidelines will permit a worker […]