You know that scientist in the action movie who has all the right answers if only the government would just pay attention? Eric B. Meyer, Esq. gets companies HR-compliant before the action sequence. Serving clients nationwide, Eric is a Partner at FisherBroyles, LLP, which is the largest full-service, cloud-based law firm in the world, with approximately 210 attorneys in 21 offices nationwide. Eric is also a volunteer EEOC mediator, a paid private mediator, and publisher of The Employer Handbook (www.TheEmployerHandbook.com), which is pretty much the best employment law blog ever. That, and he's been quoted in the British tabloids. #Bucketlist.
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Articles by Eric B. Meyer
On the heels of passing the strongest equal pay law in the entire nation, New Jersey has outdone itself.
California, eat your heart out. New Jersey has done it again by passing a new law requiring paid sick leave for employees.
At least she didn’t have too many personal belongings to pack up.
TheGrio.com has all the details (here):
Remember that time when one your high-level managers walked into Human Resources. And that remorseful high-level manager voluntarily confessed to sexually harassing a subordinate — before the subordinate had even registered a complaint — with an apology so genuine and sincere that you got a little choked up.
Yeah, me neither.
I imagine that, among the reasons that victims fear complaining about sexual harassment, is that spotlight may shine a little too brightly on them.
Suppose that your former employee files a Charge of Discrimination with the U.S. Equal Employment Opportunity Commission. After an investigation, the EEOC concludes that there is probable cause that your company violated one or more of the federal anti-discrimination laws that the agency is tasked with enforcing.
Ah yes. We’re going to attempt to put the “human” in HR today.
**clutches icy-cold lawyer heart**
Don’t have one? Good. You can skip today’s post.
As for the rest of you, say a silent prayer to whatever higher power you believe in, email me a thank you, and read on…
Nearly four years ago, I blogged here about a complaint that the U.S. Equal Employment Opportunity Commission had filed against a West Virginia coal company. The lawsuit alleged that the employer failed to accommodate an employee who requested not to use a biometric hand scanner to track time and attendance.
You say overtime; I say comp time.
But, will the EEOC’s bark be louder than its bite?
I’ll discuss service animals and Americans with Disabilities Act accommodations after the jump…
Protected concerted activity is powerful stuff
Like it or not, to a person, we can agree that the rulings flowing from the National Labor Relations Board over the past several years have been largely employee-friendly.
A reader emailed me yesterday.
“Hey Eric, Clients are wondering about value of settlement NDAs after ex-Fox News HWE victims go public despite contracts. Your reaction?”
Wait! You mean employees actually violate confidentiality provisions?
I know, right?