Eric.B.Meyer

Eric.B.Meyer's picture
Bio: 

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.

Screen Name: 
Eric B. Meyer

History

Member for
12 years 2 months

Articles by Eric B. Meyer

It's tough to prove age bias after getting caught sleeping on the job

July 19, 2012
Tags:
Legal & Regulatory Issues, Safety, Employment Law
How to lose a disability discrimination case in 5 easy steps...

What started out well for the employer...

On April 29, 2009, Catherine Coffman, an employee of Robert J. Young Company, Inc. ("RJY"), got into a motorcycle accident. RJY provided Ms. Coffman with leave under the Family and Medical Leave Act. Just before Ms. Coffman's FMLA expired, RJY offered to return her to work in a sedentary job that provided the same pay and benefits as her old position. Ms. Coffman rejected the offer because she did not feel that she was able to return to work yet.

May 30, 2012
Even a voluntary demotion can lead to a retaliation claim

A maintenance mechanic in Illinois received twenty-eight disciplinary-action forms from his supervisor. Ultimately, he was offered two choices: (1) accept a demotion to a non-mechanic position and take a significant pay cut; or (2) keep the position, fight the discipline, but face potential termination.

On the advice of his union representative, the mechanic took the demotion. He later sued for retaliation, claiming that the demotion, which he voluntarily accepted, was a direct response to a charge of discrimination he previously filed with the EEOC.

April 26, 2012
Tags:
EEOC, Legal & Regulatory Issues, Labor
Baseball has a new social media policy And it may be unlawful

The National Labor Relations Board stresses that employees must be able to discuss their jobs freely.

The National Labor Relations Board, which helps administer the provisions of the National Labor Relations Act, believes that social-media policies are overly broad if they unfairly restrict employees -- union or non-union -- from engaging in protected concerted activity. In simple English, if employees can't discuss their jobs with one another, the Board has a problem.

March 26, 2012
Tags:
Ethics, Legal & Regulatory Issues, Social Media
3 ways for HR to avoid unlawful, overbroad social-media policies
Yesterday, the National Labor Relations Board announced in this press release that it had issued a second social-media report to help provide further guidance to practitioners and human resource professionals.
 
January 30, 2012
Tags:
Social Media, Employee relations, Employee Engagement, Technology
Pyrrhic Victory: Judge ok's firing for Facebook post, but...

November 23, 2011
Tags:
Social Media, HR Policies, Risk
An Employer's Response to a Social Media Nightmare

Earlier this year, a local teacher was suspended after her school learned about nasty comments on her personal blog concerning her students. And that story became national news. Now, word has it that the school is considering a social-media policy. Well, it's about time!

Social-media policy? We don't need no stinkin' policy! Then again...

September 23, 2011
Tags:
Social Media, Safety, Employee relations, Employment Law