Jonathan A. Segal is a partner at Duane Morris LLP in the Employment, Labor, Benefits and Immigration Practice Group . He is also the managing principal of the Duane Morris Institute . The Duane Morris Institute provides training for human resource professionals, in house counsel, benefits administrators and managers at Duane Morris, at client sites and by way of webinar on myriad employment, labor, benefits and immigration matters. Read Jonathan's blog at the Duane Morris Institute or follow him on Twitter @Jonathan_HR_Law .
Here are my top 11 words or expressions that none of us should dare say at the Annual Convention under penalty of listening to Barry Manilow for 24 hours straight while reading the FMLA intermittent regulations:
11. Buy in
10. Drivers
9. Synergistic alignment
8. Sea Change
7. Paradigm Shift
6 Knowledge share
5. Change agent
4. Value Proposition
3. Leverage best practices
With all of the focus on the new overtime rules, a major event could be forgotten. One year ago last night we said good bye to Mad Men. For some, it was just a television show. Allow them their blissful naivety. A lot has happened to our friends in the last year with career and life lessons for all of us. So let’s leave the real world for just a moment:
May is celebrated as the Asian American and Pacific Islanders (AAPI) Heritage Month: http://asianpacificheritage.gov/about/. At times, this celebration seems to get much less attention than months dedicated to other groups of the diverse fabric of workplaces.
Perhaps, this is because, as a group, Asian Americans have been largely successful. For example, while less than 30% of the general population has a bachelor’s degree, approximately 50% of Asian Americans do.
In a stunning legal development, the NLRB issued on this morning, April 1, 2016, a public apology for gutting employer rules designed to increase civility and respect. Before reading the apology, please listen to Brenda Lee sing "I'm Sorry." It will help get you in the mood.
The statement of the General Counsel to the NLRB stated, in pertinent part:
We all know the importance of grassroots advocacy. How we go about it may make the difference in whether our message is, in fact, heard. Here are ten (10) keys to consider to maximize the value of your efforts:
When Asian Americans are described, we often hear words such as “so smart” or “so successful.” Indeed, Asian Americans are often referred to as the “model minority.”
The reality is that, as a group, broadly defined, Asian Americans largely have been successful. For example, while less than 30% of the general population has a bachelor’s degree, approximately 50% of Asian Americans do.
But calling a group the “model minority” hurts members of the group and can result in discrimination against individuals outside the group. Here’s why:
Last night was the 88th broadcast of Academy Awards. And, even if you didn’t watch it, then you know that not one person of color was nominated for an Oscar in the categories of best actor or actress in either a primary or supporting role.
The host was Chris Rock. And, with humor and perspective, he nailed it…effectively by reframing it.
Sometimes clients ask me relative to gender:
1. Would it be gender discrimination if we do X?
2. Does the law require that we do Y?
Of course, we need to start with the legal imperative. But, as HR professionals, we know we must transcend the legal imperative and focus on the business necessity (and moral obligation) to ensure gender equality.
There is nothing that I or anyone else can say that captures Dr. King’s words.
So, please watch this and remember that, while we have made progress, we have a long way to go:
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As we all know, in EEO termination claims, how we treat the "comparators" is critical. Two (2) key questions:
1. Did you let anyone else go for a same or similar reason?
2. Did you not let someone else go even though they had engaged in same or similar conduct?
What do you do if you have an inconsistent practice historically?
You are a beleaguered HR professional charged with making the holidays lively without inviting lawsuits. On the day of your company’s holiday party, you walk into the lobby of your building and see the elegant Christmas pine that you helped decorate. As you behold it in its twinkling glory, a co-worker says, “That tree is inappropriate in the workplace.”
While we have a tragic divide in the political world, we seem united on at least one issue: we thankfully express support for our Veterans. On this day, we make a point to thank Veterans for their service.
That’s a great start. But it is by no means enough.
It is hard to go on line and not read an article, blog, post or tweet on Millennials. There is, if you will, Millennial mania.
It is true that Millennial employees are now about 1/3 of the workforce and that percentage is rapidly growing. But even I can figure out the math on this one: 2/3 of the workforce is composed of non-Millennials. There is another way to describe them: older employees.
The Kentucky Clerk who has refused to issue marriage licenses to same-sex couples is going to jail. She has tried to justify her refusal to perform her job on the ground that to do so would violate her religious beliefs as protected by the Constitution.
Good thing employers do not have to deal with this kind of issue. Or do we?
A manager has an open position. He will need to work closely with the new hire.
Alan applies for the job. The manager truly loathes him. I could say it softer but that is the reality.
Alan has all the requisite skill, education and experience. But the sound of Alan’s voice makes the manager’s skin crawl.
Based on his intense dislike for Alan, the manager does not want to interview him, let alone promote him. What do you do?
Stop talking about the gender confidence gap!
I keep hearing a lot about the “confidence gap”. Premise: women are less confident than men. I believe those raising the issue are well intended, but I worry about the constant drum beat on this issue for three reasons:
