Are You Protected Against Disability Discrimination in the Workplace?Richard Celler
Disabled individuals who did find employment were often paid considerably less than their non-disabled counterparts and or suffered from other types of discriminatory behavior in the workforce.Learn more about disability discrimination in this presentation.
Compliance Overview - Americans with Disabilities Act (ADA)ntoscano50
The Americans with Disabilities Act (ADA) is a federal law that makes it illegal for covered employers to discriminate against qualified individuals with disabilities in all employment practices, such as recruitment, compensation, hiring and firing, job assignments, training, leave and benefits. Employers with 15 or more employees are covered by the ADA.
The ADA requires a covered employer to provide a reasonable accommodation to an employee or job applicant with a disability, unless doing so would impose an undue hardship on the operation of the employer's business. Reasonable accommodation might include, for example, making the workplace accessible for wheelchair users or providing a reader or interpreter for someone who is blind or hearing impaired.
Americans With Disabilities Act Training Presentation (ADA)Jackie Xicara
Training presentation was created for an Employee and Labor Relations school course assignment. This presentation discusses ADA compliance requirements for employers.
Top 15 Employment Law Trends to Watch for in 2015XpertHR USA
In 2015, employers will face a number of workplace challenges when it comes to managing, monitoring and maintaining their workforce. From providing paid sick leave and equal opportunity under state and municipal laws to extending equal rights and benefits to same-sex partners and accommodating pregnant women, complying with these new obligations may require you to change the way you operate your business. These issues are not only scary, but can be costly for employers in terms of time, money and resources.
Here are the top 15 employment law Issues employers cannot afford to ignore in 2015:
1. Off-Duty Use of Medical and Recreational Marijuana
2. Paid Sick Leave
3. Affordable Care Act Employer Mandate
4. Immigration
5. Protecting Company and Employee Privacy in the Digital Age
6. Safe Driving Laws
7. E-Cigarette Use in the Workplace
8. Reasonably Accommodating Pregnant Women
9. Wellness Programs Conflicting with ADA, GINA, and FMLA
10. Growing Acceptance of LGBT Rights and Same-Sex Marriage
11. Workplace Bullying
12. Addressing Domestic Violence
13. Minimum Wage and Wage and Hour Laws
14. Providing Workplace Protections to Interns and Volunteers
15. Ban the Box
Are You Protected Against Disability Discrimination in the Workplace?Richard Celler
Disabled individuals who did find employment were often paid considerably less than their non-disabled counterparts and or suffered from other types of discriminatory behavior in the workforce.Learn more about disability discrimination in this presentation.
Compliance Overview - Americans with Disabilities Act (ADA)ntoscano50
The Americans with Disabilities Act (ADA) is a federal law that makes it illegal for covered employers to discriminate against qualified individuals with disabilities in all employment practices, such as recruitment, compensation, hiring and firing, job assignments, training, leave and benefits. Employers with 15 or more employees are covered by the ADA.
The ADA requires a covered employer to provide a reasonable accommodation to an employee or job applicant with a disability, unless doing so would impose an undue hardship on the operation of the employer's business. Reasonable accommodation might include, for example, making the workplace accessible for wheelchair users or providing a reader or interpreter for someone who is blind or hearing impaired.
Americans With Disabilities Act Training Presentation (ADA)Jackie Xicara
Training presentation was created for an Employee and Labor Relations school course assignment. This presentation discusses ADA compliance requirements for employers.
Top 15 Employment Law Trends to Watch for in 2015XpertHR USA
In 2015, employers will face a number of workplace challenges when it comes to managing, monitoring and maintaining their workforce. From providing paid sick leave and equal opportunity under state and municipal laws to extending equal rights and benefits to same-sex partners and accommodating pregnant women, complying with these new obligations may require you to change the way you operate your business. These issues are not only scary, but can be costly for employers in terms of time, money and resources.
Here are the top 15 employment law Issues employers cannot afford to ignore in 2015:
1. Off-Duty Use of Medical and Recreational Marijuana
2. Paid Sick Leave
3. Affordable Care Act Employer Mandate
4. Immigration
5. Protecting Company and Employee Privacy in the Digital Age
6. Safe Driving Laws
7. E-Cigarette Use in the Workplace
8. Reasonably Accommodating Pregnant Women
9. Wellness Programs Conflicting with ADA, GINA, and FMLA
10. Growing Acceptance of LGBT Rights and Same-Sex Marriage
11. Workplace Bullying
12. Addressing Domestic Violence
13. Minimum Wage and Wage and Hour Laws
14. Providing Workplace Protections to Interns and Volunteers
15. Ban the Box
ADAAAThe Americans With Disabilities Act As AmendedThe.docxAMMY30
ADAAA
The Americans With Disabilities Act As Amended
The Americans with Disabilities Act (ADA), which became effective in 1992, is an uncompromising proclamation of this country’s commitment to equal opportunity for the disabled.
The ADA is enforced by the EEOC
The act specifically provides that the procedures and remedies under Title VII of the Civil Rights Act of 1964 shall be those used or available under the ADA
Remedies available include
Injunctions
Hiring or reinstatement order (with or without back pay)
Attorney fees
The Civil Rights Act of 1991 amended 42 U.S.C. Section 1981A to allow suits for compensatory and punitive damages against parties accused of intentional discrimination in violation of the ADA
A disability is defined as a physical or mental impairment that substantially limits a person’s ability to walk, see, hear, perform manual tasks, learn, work, or care for him/herself.
Under the ADA, disability is broadly defined as:
A physical or mental impairment that substantially limits one or more of the major life activities of such individual
A record of such an impairment; or
Being regarded as having such an impairment
To qualify for ADA protection the disability must be long term (generally longer than six months) or permanent.
Individuals can establish that they are “regarded as having such an impairment” if they show that they have been subjected to discriminatory treatment because of an actual or perceived physical or mental impairment, whether or not the impairment limits or is perceived to limit a major life activity
Essential functions are the core responsibilities of a job as distinguished from marginal or incidental assignments.
The ADA applies to employers with a minimum of 15 employees.
Disability discrimination occurs when an employer or other entity covered by the Americans with Disabilities Act, as amended, or the Rehabilitation Act, as amended, treats a qualified individual with a disability who is an employee or applicant unfavorably because she has a disability.
Disability discrimination also occurs when a covered employer or other entity treats an applicant or employee less favorably because she has a history of a disability (such as cancer that is controlled or in remission) or because she is believed to have a physical or mental impairment that is not transitory (lasting or expected to last six months or less) and minor (even if she does not have such an impairment).
The law requires an employer to provide reasonable accommodation to an employee or job applicant with a disability, unless doing so would cause significant difficulty or expense for the employer ("undue hardship").
The law also protects people from discrimination based on their relationship with a person with a disability (even if they do not themselves have a disability). For example, it is illegal to discriminate against an employee because her husband has a disability.
The ADA encourages woul.
Applying for Employment With a Disability: Reasonable Accomodations, Undue Ha...Richard Celler
Unfortunately, individuals who have a real or perceived disability continue to suffer discrimination in the workplace though, hindering their ability to earn a living and enjoy an independent life. Learn more about employment with a disability in this presentation.
Kris Tanner & Dan Ditto provide detailed information about recent HR updates and laws to help keep your business compliant in 2021.
As a co-employer, we're excited to help our clients continue to grow and achieve their business goals in 2021.
Sheet1Phase of Business Financal Management needsDebt FinancingEq.docxbjohn46
Sheet1Phase of Business/ Financal Management needsDebt FinancingEquity FinancingGift FinancingFinancing for StartupsConsumer Banks, Commercial Banks, SBA insured loans, Economic development agencies, Incubators, Accelerators, Leasing companies, Personal credit cardsFriends, family, Angels, Venture capital, direct public offering, CrowdfundingPersonal: Cash, pick up the tab, free use, free work, unpaid labor, overpayment, favored status/sweetheart deal forgiveness, deferralFinancing for GrowthCommercial banks, SBA, Private placement loans, Economic development agency, supplliers, leasing company, personal credit cardself generated funds, venture capital, direct public offering, merger, acquisitionInstitutional: SBIR, STTR grant, state grant, incubator, accelerator, dontated capital, tax abatement
Personal: Cash, pick up the tab, free use, free work, unpaid labor, overpayment, favored status/sweetheart deal forgiveness, deferralFinancing for Operationsfactor receivables, business cc, commercial bank, sba, private placement loans, suppliers, leasing companiesself generated funds, venture capital, direct public offeringInstitutional: SBIR, STTR grant, state grant, incubator, accelerator, dontated capital, tax abatement
Personal: Cash, pick up the tab, free use, free work, unpaid labor, overpayment, favored status/sweetheart deal forgiveness, deferralFinancing for Exitconsumer banks, Commercial Banks, SBA, private placement loans, economic development agencies, sba investment companies, suppliers, leasing companies, lines of creditself generate funds, venture capital, direct public offeringInstitutional: SBIR, STTR grant, state grant, incubator, accelerator, dontated capital, tax abatement
Personal: Cash, pick up the tab, free use, free work, unpaid labor, overpayment, favored status/sweetheart deal forgiveness, deferral
1
Email Communication Responses – No. 1 Employment Law Compliance Plan
Email Communication Responses – No. 1 Employment Law Compliance Plan
From:
To: “CEO Smith” [email protected][email protected]
Date: November 28, 2016
Re: Employment Law Compliance Plan
Mr. Smith:
With reference to the email sent to Nov.1, these are and will be the measures to take regarding your request
With the purpose of improving the operation of the company, it is necessary to review and update the policies of the company, as well as everything related to labor laws. This will provide the necessary means to comply with what is established by law and in turn with the company staff. If everything related to these issues is kept up to date, errors are less likely to be made when corrective measures are taken, just as it is of the utmost importance that all the members of the directive know in depth the laws that protect the workforce in all aspects. It is necessary to carry out the appropriate training as soon as possible. Remember that as a team, meeting these requirements is completely necessary.
Every decision taken, entails a res.
Employment Discrimination under Texas and Federal Law -- OverviewAdam Kielich
An overview of employment discrimination laws under Texas and federal law presented by Dallas - Fort Worth employment lawyer, Adam Kielich, principal attorney at The Kielich Law Firm in Bedford, Texas.
How can you keep your EPLI claims exposure down and achieve early resolution to employee disputes before they become claims? What factors do the insurance carriers consider when rating your EPLI program? How can you manage your claims to mitigate risk and improve your EPLI program? This webinar will answer these and other questions regarding managing your EPLI program and deploying effective risk mitigation techniques.
Presented by AlphaStaff VP of Employment Relations, Carrie Cherveny, Esq.
Accommodation Conversation: Strategies for Effective ADA Reasonable Accommoda...America's Job Exchange
America's Job Exchange (AJE) hosted a webinar in August to discuss provisions of the Americans with Disabilities Act (ADA). A hallmark of the ADA is the provision of reasonable accommodation to ensure equality in the workplace. This webinar will discuss what is reasonable accommodation. How is disclosure of disability handled? What are my responsibilities when someone discloses? Many employers consider the ADA too "mysterious" to understand. This session will "de-mystify" the ADA by providing practical information on ADA rights and responsibilities.
This webinar will covered:
-Reasonable accommodations as they relate to essential job functions
-Employer obligations when someone discloses a disability
-What protections do I have as an employer under ADA
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
Company Valuation webinar series - Tuesday, 4 June 2024FelixPerez547899
This session provided an update as to the latest valuation data in the UK and then delved into a discussion on the upcoming election and the impacts on valuation. We finished, as always with a Q&A
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
Tata Group Dials Taiwan for Its Chipmaking Ambition in Gujarat’s DholeraAvirahi City Dholera
The Tata Group, a titan of Indian industry, is making waves with its advanced talks with Taiwanese chipmakers Powerchip Semiconductor Manufacturing Corporation (PSMC) and UMC Group. The goal? Establishing a cutting-edge semiconductor fabrication unit (fab) in Dholera, Gujarat. This isn’t just any project; it’s a potential game changer for India’s chipmaking aspirations and a boon for investors seeking promising residential projects in dholera sir.
Visit : https://www.avirahi.com/blog/tata-group-dials-taiwan-for-its-chipmaking-ambition-in-gujarats-dholera/
FIA officials brutally tortured innocent and snatched 200 Bitcoins of worth 4...jamalseoexpert1978
Farman Ayaz Khattak and Ehtesham Matloob are government officials in CTW Counter terrorism wing Islamabad, in Federal Investigation Agency FIA Headquarters. CTW and FIA kidnapped crypto currency owner from Islamabad and snatched 200 Bitcoins those worth of 4 billion rupees in Pakistan currency. There is not Cryptocurrency Regulations in Pakistan & CTW is official dacoit and stealing digital assets from the innocent crypto holders and making fake cases of terrorism to keep them silent.
Building Your Employer Brand with Social MediaLuanWise
Presented at The Global HR Summit, 6th June 2024
In this keynote, Luan Wise will provide invaluable insights to elevate your employer brand on social media platforms including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok. You'll learn how compelling content can authentically showcase your company culture, values, and employee experiences to support your talent acquisition and retention objectives. Additionally, you'll understand the power of employee advocacy to amplify reach and engagement – helping to position your organization as an employer of choice in today's competitive talent landscape.
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Navigating the world of forex trading can be challenging, especially for beginners. To help you make an informed decision, we have comprehensively compared the best forex brokers in India for 2024. This article, reviewed by Top Forex Brokers Review, will cover featured award winners, the best forex brokers, featured offers, the best copy trading platforms, the best forex brokers for beginners, the best MetaTrader brokers, and recently updated reviews. We will focus on FP Markets, Black Bull, EightCap, IC Markets, and Octa.
34. (Sources: Consumer Reports, Vault.com, The Wall Street Journal, Challenger, Gray & Christmas, Harris Interactive, ComputerWorld.com, Fulbright & Jaworski, Society of Corporate Compliance & Ethics, Cisco, Clearswift, Jobvite, Microsoft, Virginia Tech Driving Institute, McCann WorldGroup; harmon.ie)
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44. (Sources: WorkForce Software, Harris Interactive, Workplace Power Outage Survey, Sage Software Survey, Urban Mobility Report, Business Week, Families and Work Institute, Centers for Disease Control and Prevention, The New York Times)
101. Alphabet Soup Glossary AAA = American Arbitration Association ADA = Americans with Disabilities Act ADEA = Age Discrimination in Employment Act ADR = Alternative Dispute Resolution BFOQ = Bona Fide Occupational Qualification CBA = Collective Bargaining Agreement CDHP = Consumer Driven Health Plan COBRA = Consolidated Omnibus Budget Reconciliation Act DHS = Department of Homeland Security DOL = Department of Labor DOT = Department of Transportation EAP = Employee Assistance Program EBSA = Employee Benefits Security Administration EEOC = Equal Employment Opportunity Commission EPA = Equal Pay Act EPPA = Employee Polygraph Protection Act ERISA = Employee Retirement Income Security Act ESOP = Employee Stock Ownership Plan FACTA = Fair & Accurate Credit Transactions Act FCRA = Fair Credit Reporting Act FLSA = Fair Labor Standards Act FMLA = Family and Medical Leave Act FSA = Flexible Spending Account FTC = Federal Trade Commission HHS = Department of Health & Human Services HIPAA = Health Insurance Portability & Accountability Act I-9 = Employment Eligibility & Verification Form ICE = Immigration & Customs Enforcement IRCA = Immigration Reform and Control Act JAN = Job Accommodation Network NLRA = National Labor Relations Act NLRB = National Labor Relations Board OFCCP = Office of Federal Contract Compliance Programs OSHA = Occupational Safety & Health Administration OWBPA = Older Workers Benefit Protection Act PDA = Pregnancy Discrimination Act SOX = Sarbanes-Oxley Act SSA = Social Security Administration ULP = Unfair Labor Practice USCIS = U.S. Citizenship & Immigration Services USERRA = Uniformed Services Employment & Reemployment Rights Act WARN = Worker Adjustment & Restraining Notification Act
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126. General Purpose ADA: Prohibits discrimination against disabled individuals FMLA: Provides leave to employees Who Is Eligible? ADA: Individuals with a qualifying disability FMLA: Employees who have worked for at least 12 months and at least 1250 hours during the previous 12 months at a location within a 75-mile radius of where at least 50 employees work What Conditions are Covered? ADA: “Disability” that substantially limits one or more major life activities (or a history or perception of having such a disability) FMLA: “Serious health condition” of employee or certain family members of employee. Birth, adoption and foster care placement of employee’s child. Certain types of military-related leave. What Leave is Required? ADA: Leave for employee may be required if it would constitute a reasonable accommodation that doesn’t impose undue hardship on the employer. Leave typically must be for a defined period and is unpaid unless employer pays for other similar leaves. FMLA: Up to 12 weeks/year for serious health condition-related leave. Up to 26 weeks/year for certain military-related leave. Leave may be intermittent and is unpaid but the employer can require or the employee can choose to use accrued paid benefits. What About Benefits? ADA: No specifics under the law, other than the prohibition of discrimination based on disability. FMLA: Benefits typically don’t accrue during leave, but seniority, service and vesting continue. May require use of certain paid leaves depending on type of FMLA leave. What About Reinstatement? ADA: If leave is required as a reasonable accommodation, the employer generally must keep the employee’s position open during the leave. FMLA: Generally, employees must be reinstated to the same or a substantially equivalent position. What About Light Duty? ADA: Employers are not required to remove essential job functions as an accommodation, but if an employer reserves light duty jobs for workers’ compensation purposes, it may have to offer such jobs to disabled individuals. FMLA: An employer can’t require FMLA-qualifying employees to work light duty. Potential Penalties ADA: Back pay, compensatory damages, punitive damages and attorneys’ fees FMLA: Back pay, reinstatement, benefits and attorneys’ fees.
140. When is an Employee Exempt? Employees must be paid the minimum specified by statute and (except for the computer exemption) be salaried
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Editor's Notes
Why on earth are you people here? Don’t you realize that it’s 7:00 a.m.? In Vegas?? How many of you are only here because you haven’t gone to bed yet? Welcome to Everything You Ever Wanted to Know About Employment Law (But Didn’t Want to Pay a Lawyer to Ask). This will not be your typical lawyer blah blah blah presentation. This is a no-holds-barred, fight to the finish white knuckle death cage quiz-o-rama. The first thing we’re going to divide this room into 2 teams who will compete for valuable prizes. Name ‘em.
We have things organized today to maximize your learning experience. First will be our Official Smartest HR Person in the Universe Quiz Show. Each ? is scientifically designed to get into your brain the things you really need to know to survive in today’s wonderful world of workplace law. Did something a little diff this year. God loads of suggested topics from visitors to my blog to make sure we were giving you what you want. We’re going to go fast to make sure we cover everything. If have deep burning ?s I’ll stick around at the end and answer as many ?s as possible. You’ll get all the latest developments as well as our official Summer 2011 Stay Out of Jail To Do List to help make sure none of you end up incarcerated. We’ll conclude our proceedings with our time-honored Emp’t Law Sing-a-Long Song because research shows that if you sing something, you’re actually 813% more likely to remember it. Due to the highly competitive nature of this presentation, we did not post the PPT and quiz ?s ahead of time. The complete PPT will be available with all the answers after the pres’n both on SHRM site and my blawg – www.marktoth.com. TOOL BOX appended to the end of the PPT. In there, you’ll find dozens of pages of all kinds of handy stuff, like cheat sheets on every major employment law, an investigation checklist, glossary to help you understand the emp law alphabet soup, termination tools – even a model social media policy -- and much much more. We humbly suggest that the total value of what you’ll receive here today is at least 697.8 billion dollars. We’re going to go extremely fast. If fly by something too quickly, you’ll get the whole PPT to review later.
Bc I’m a lawyer, I have to start w/some legalese.
OK, ready to get started? To get the competitive juices flowing, we’re going to start off with the time-honored sports tradition of the wave. But this is not just any wave. This is a competitive wave. Whichever team does it the most enthusiastically will start off our competition with 5 special bonus points. Demo (whee!). MM SHRM Presentation September 2010
Start with my personal favorite category. Lawsuits lawsuits lawsuits. No better place to start than with actual facts of who’s suing whom for what and how much. Great reality check for just how much you should be afraid and why. MM SHRM Presentation September 2010
Every Employment Law in 60 Minutes or Less July 30, 2008
Every Employment Law in 60 Minutes or Less July 30, 2008 That’s why the dice are there. You’re truly taking a big gamble if you ever go to trial, as we’ll see in a few moments.
Every Employment Law in 60 Minutes or Less July 30, 2008
Every Employment Law in 60 Minutes or Less July 30, 2008 Most complaints in EEOC’s 45-yr history. Nearly 100,000.
Every Employment Law in 60 Minutes or Less July 30, 2008 Truly a year of More. More specifically, More More More. More complaints. Most complaints in EEOC’s 45-yr history. Nearly 100,000.
Every Employment Law in 60 Minutes or Less July 30, 2008 First time ever. Overtook race. Check out the Tool Box for a whole series of slides on what courts say is and isn’t R plus the very latest in anti-retaliation BPs.
Think sexual harassment is dead? Think again . . .
2 volunteers come on down. Winner gets $25 GC good for any of the fine merchants on gc.com. What’s the average employment discrimination jury verdict? Write down bid. Closest without going over. MM SHRM Presentation September 2010
Every Employment Law in 60 Minutes or Less July 30, 2008 Up a whopping 46% from last year’s $216,575.
MM SHRM Presentation September 2010
B = Cat’s Paw theory
It’s easy to rattle off all that scary stuff but what does it all mean ? We’ll try to make sense of it all right now. Here’s our next category: How to Get Sued & Lose BIG. MM SHRM Presentation September 2010
Reviewed virtually every action filed by EEOC and other fed agencies to come up w/this handy 1-page list.
1 person. OK let’s see how well you apply all that stuff we just covered. Time to play Deal or No …? If win, get a fabulous Deal or No Deal board game. You’re the new HR person 3 women allege they were harassed by their employer. The women allege they were subjected to severe harassment, including one manager exposing himself and forcing a woman to grope him and then requiring the women to participate in a smooching club to get sales leads. Turns out you don’t have an anti-harassment policy. You also don’t have any anti-harassment training. You also don’t have any reporting procedures. After the complaints, manager fires 2 of em. Depositions. Managers testify they don’t think sex harassment procedures are necessary. You get deposed and are unable to give the legal defn of harassment. Ps atty comes to you after depos and offers to settle the cases for $1.2M – take it or leave it. No negotiating. What do you do? Deal or no? $1.5 jury verdict. If settle, save $300K on verdict alone + $100K attys’ fees + bad PR. MM SHRM Presentation September 2010
Horrible facts = exec perp, nooses, no policy/training, no investigation, physical assault and/or retaliation
Another game to drive these critical points home. 1 volunteer fr other team. Can’t reveal special prize on this one yet. Who said the following? Discourage litigation. Persuade your neighbors to compromise whenever you can. Point out to them how the nominal winner is often a real loser – in fees, expenses and waste of time. As a peacemaker, the lawyer has a superior opportunity of being a good man. There will still be business enough. (Hint: Honest ___) 99% of cases settle. Earlier you settle, less you pay in fees. Abe was on to something. OK. Here’s another one from another American icon. On productivity: “Watching movies at work actually increases productivity because people have to work faster to make up for the time they missed while watching the movie.” On communication: “I don’t come up with joke e-mails, I’m simply forwarding them on. I don’t see the problem there. You wouldn’t arrest a guy who was simply delivering drugs from one person to another.” Hint: Lead character for NBC’s The Office. After guess: Win Office Season 1 DVD. Best HR training video ever. Just do opposite of everything see. MM SHRM Presentation September 2010
One of the saddest occurrences in the EL universe this past year was the departure of Michael Scott from NBC’s The Office. Left behind a lasting legacy of how NOT to manage. Here’s a sampling for you to read thru at your leisure …
MM SHRM Presentation September 2010
My favorite: 53% nose vs. Facebook was of those about to enter your workforce: ages 16-22. Think they’re not serious about SM?
Bking tub bather. Where utensils washed. As former BK ee could sympathize.
Bonus points. Anyone think of anyone else in the public eye who has learned that last valuable lesson recently? Football? Coach?
Latest techno tips.
One ? we got was what are best practices to use in using social media as part of the screening process?
One ? we got was what are best practices to use in using social media as part of the screening process?
Far and away the #1 area of empt law headaches accg to our latest Quarterly Emp Law Thermometer. For help – again – check out the Tool Box in the PPT. Has Cheat Sheets on ADA, FMLA and a handy guide to the interplay bw the 2. MM SHRM Presentation September 2010
We’re killing our employees. Literally. One of the worst stories in this regard was out of CA, where QUOTE “a county worker’s lifeless body sat slumped over her desk for hours, but no one noticed that she had died until the next day.” Wow. What’s the world coming to?
Except glasses/contact lenses. Also note that in some instances employers who offer public accommodations will have to allow not only seeing eye dogs but also – in ltd circumstances – miniature horses. Strange but true.
Time now for You be the Judge, Dazed and Confused edition. 1 volunteer fr team that’s behind. Give gavel. Mary Jane Doe suffered from migraines resulting in chronic pain, nausea, blurred vision and sensitivity to light. MJ lives in state that exempts med mj from criminal prosecution. She became a patient of The Hemp & Canabis Foundation Medical Center (not making that name up). Dr. Feelgood (not his real name) issued a prescription for med mj. MJ only used mj in her home and reportedly experienced relief from her symptoms with no side-effects. MJ was offered a job contingent on drug screen and was told that pos test would result in emp’t eligibility. MJ told the co that she used med mj for various med conditions and offered to show the medical auth. The co declined, she took the drug test and began work. That same day, tho, the co got her pos test results and terminated her. MJ sued the co claiming her term was wrongful. Who wins? Can rule as a judge or listen to your jury. Er won. Very recent ruling out of WA state that Ers nned not accom mj users under state med mj laws. Similar rulings fr cts in CA, Montana and OR. Medical marijuana laws vary by state. Before taking any action, please check with your favorite employment lawyer to see what your state law provides. Generally speaking, however, employers may refuse to hire employees because of marijuana use (especially in states where it’s illegal). Also, employers generally do not have to accommodate marijuana use. In other words, you don’t have to set up a “marijuana den” with piped-in Grateful Dead music. Don’t let that lull you into a false sense of security. The law in this area is rapidly changing and a successful suit could happen any day — especially in California or Colorado. Also, remember that while you may not have to accommodate marijuana use, you may have to accommodate cancer treatment (which could include a request to use medical marijuana). Engage in the interactive process required under the ADA for all such requests. While marijuana could be an accommodation depending on your state’s law, employers are not necessarily required to grant the employee’s preferred accommodation if other reasonable accommodations are available. Given the medical theme, $25 GC good at any participating Walgreens stores. MM SHRM Presentation September 2010
MM SHRM Presentation September 2010
2 volunteers. Have 2 minutes to gather input from anyone on team you want. Pick smartest-looking person. Then come back and tell us what answers are right. 1 w/most correct gets $30 GC.com. Go! MM SHRM Presentation September 2010
Here’s the ?: Which of the Wage & Hour Big 10 should Ers pay. If get this, will reduce your chances of w&h class action by at least 72.9%.
Here’s the ?: Which of the Wage & Hour Big 10 should Ers pay. If get this, will reduce your chances of w&h class action by at least 72.9%.
Waaaay more info on W&H issues including additional IK cheat sheet and handy checklist of things you should all do the moment you get back to your offices -- in the Tool Box.
Have one rep from each team come up on stage. MM SHRM Presentation September 2010
Another ? ripped straight from the headlines . . . Here’s Text-o-rama #3 . . . Name and correct letter to 4148990126 wins $50 giftcertificates.com. “ ICE” stands for U.S. Immigration and Customs Enforcement, the primary investigative arm of the Department of Homeland Security. ICE has been generating quite a bit of publicity recently, thanks to large-scale workplace raids designed to net illegal immigrants. In one case, ICE arrested 595 workers during a raid of a manufacturing plant in Mississippi. That raid broke the previous record of 390 ICE arrests at an Iowa meatpacking plant last year. According to ICE, more than 100 owners, managers and HR professionals have been charged with crimes resulting from its raids. Just two weeks ago, ICE issued another 500+ NOIs to US employers, notifying ‘em that it’ll be coming after ‘em. Don’t let that happen to you. Follow immigration laws — particularly I-9 procedures — to the letter. For more tips, check out our handy Immigration Reform and Control Act (IRCA) Cheat Sheet on the Blawg.
Another ? ripped straight from the headlines . . . Here’s Text-o-rama #3 . . . Name and correct letter to 4148990126 wins $50 giftcertificates.com. “ ICE” stands for U.S. Immigration and Customs Enforcement, the primary investigative arm of the Department of Homeland Security. ICE has been generating quite a bit of publicity recently, thanks to large-scale workplace raids designed to net illegal immigrants. In one case, ICE arrested 595 workers during a raid of a manufacturing plant in Mississippi. That raid broke the previous record of 390 ICE arrests at an Iowa meatpacking plant last year. According to ICE, more than 100 owners, managers and HR professionals have been charged with crimes resulting from its raids. Just two weeks ago, ICE issued another 500+ NOIs to US employers, notifying ‘em that it’ll be coming after ‘em. Don’t let that happen to you. Follow immigration laws — particularly I-9 procedures — to the letter. For more tips, check out our handy Immigration Reform and Control Act (IRCA) Cheat Sheet on the Blawg.
Now is not the time for shoddy I-9 practices. Here’s what we suggest . . . As for E-Verify, we use it and find to be a great tool. SHRM and others have voiced concerns w/errors identified in a GAO report on E-Verify and potential privacy issues but overall we’ve found it to be solid.
MM SHRM Presentation September 2010
Unemp disc already prohibited in at least one state (NJ). EEOC held hearing.
Paid sick leave in CT. Tried and dumped in my home city of Milw. Law in SF and DC
As you can see, not a whole lot of great odds for getting things done. A house divided.
Have one rep from each team come up on stage. MM SHRM Presentation September 2010
16 state AGs and the HRPA have weighed in on the NLRB’s action vs. Boeing.
16 state AGs and the HRPA have weighed in on the NLRB’s action vs. Boeing.
Every Employment Law in 60 Minutes or Less July 30, 2008
Every Employment Law in 60 Minutes or Less July 30, 2008
Manpower recently surveyed 2000 businesses throughout North America to ask them about their turnover expectations as well as how they currently handle knowledge transfer. According to our research, employers expect fewer than 5% of their workforce to turn over in 2010 – even as the economy improves. But are these employer expectations realistic? MM SHRM Presentation September 2010
According to research conducted by Right Management in 2009, 60% of the employees surveyed say they plan to jump ship when the opportunity presents itself – as the economy improves. In addition to the 60% who fully intend to leave, an additional 1 in 4 are networking and updating their resumes. And to make it worse, Harvard Business Review research suggests that a company’s stars are the first to be poached by competitors and are less likely to stay. This is an interesting discrepancy between what employers think and what employees say – who knows who is right, but my hunch is the employees are telling it like it is. And even if that statistic is too high, let’s cut it in half – what would happen in your organization if 30% of your key employees left? And, it’s not just an improving economy that causes people to leave… MM SHRM Presentation September 2010
Let you in on a little secret. As someone who has gone through all the rigors of getting a legal degree, SPHR designation, various executive MBA courses and has read practically every business written in the history of the world, it’s all really simple . . .
The Beatles were right: All you need is love. The successful leaders and companies are those filled with people who are able to put the interests of others before their own. Great leaders put their people, their clients and the company ahead of their own agenda. That was the basic finding of Good to Great and basically every HR, client retention and EE management book ever written. Want your clients to stay? Love ‘em. Want your employees to stay? Love ‘em. Want ‘em not to sue you? Love ‘em. Times are really, really, really, very, really tough. Treat everyone around you the way you’d like to be treated – with dignity and respect . . . and LOVE. It’s that simple. Please say the following pledge with me . . . MM SHRM Presentation September 2010
OK, ready to get started? All of our questions are designed to test and give you knowledge that is absolutely 100% critical to surviving in today’s litigation-happy world. We have ‘em organized by topics for ease of reference, with points increasing as we go along. We’ll conclude with our lightning round. MM SHRM Presentation September 2010
Every Employment Law in 60 Minutes or Less July 30, 2008 Last point. More you love your Ees, less they’ll sue you. It’s true. Now need to show em more love th ever before if want to keep ‘em. We surveyed more than 2,000 hiring managers – 80% of em said that fewer th 5% of their Ees will leave this year. But in our survey of Ees, 60% said they intend to pursue new job oppties as the econ improves.
MM SHRM Presentation September 2010
MM SHRM Presentation September 2010
MM SHRM Presentation September 2010
MM SHRM Presentation September 2010
MM SHRM Presentation September 2010
MM SHRM Presentation September 2010
Have one rep from each team come up on stage. MM SHRM Presentation September 2010
MM SHRM Presentation September 2010
MM SHRM Presentation September 2010
MM SHRM Presentation September 2010
MM SHRM Presentation September 2010
MM SHRM Presentation September 2010
MM SHRM Presentation September 2010
MM SHRM Presentation September 2010
MM SHRM Presentation September 2010
MM SHRM Presentation September 2010
MM SHRM Presentation September 2010
MM SHRM Presentation September 2010
MM SHRM Presentation September 2010
MM SHRM Presentation September 2010
MM SHRM Presentation September 2010
MM SHRM Presentation September 2010
MM SHRM Presentation September 2010
MM SHRM Presentation September 2010
MM SHRM Presentation September 2010
MM SHRM Presentation September 2010
MM SHRM Presentation September 2010
Have one rep from each team come up on stage. MM SHRM Presentation September 2010
Have one rep from each team come up on stage. MM SHRM Presentation September 2010
MM SHRM Presentation September 2010
Have one rep from each team come up on stage. MM SHRM Presentation September 2010
OK, now here are the GFs. Fit neatly on one slide unlike all the things you can’t do. The key is . . .
Have one rep from each team come up on stage. MM SHRM Presentation September 2010
Have one rep from each team come up on stage. MM SHRM Presentation September 2010
Have one rep from each team come up on stage. MM SHRM Presentation September 2010
Every time see one of these little Blawg logos that means that you can find add’l free resources there.
MM SHRM Presentation September 2010
Here’s what courts have found. As you can see, second list a whole lot shorter than first. Courts have interpreted retaliation under the law very broadly.
Here’s what courts have found. As you can see, second list a whole lot shorter than first. Courts have interpreted retaliation under the law very broadly.