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I hope you love this Chet Atkins version of John Phillip Sousa’s “Stars and Stripes Forever” as much as I did. Have a great holiday!
Hey, EEOC, there’s this newfangled technique known as “track changes.” Look into it!
Last Thursday, the Equal Employment Opportunity Commission issued its amended guidance on pregnancy discrimination and accommodation in light of the U.S. Supreme Court …
Maybe not that much, depending on where you are and how “proactive” you’ve already been before now.
Seriously, I don’t think Friday’s Supreme Court decision in Obergefell v. Hodges will be that …
The decision in Obergefell v. Hodges, hot off the press, is 103 pages long, but here it is. Some instant analysis:
*The due process and Equal Protection clauses of the 14th …
The following is a scatological post, so grab a stool, have a seat, and listen up! (Or get a magazine.)
On Monday, a federal jury in Atlanta awarded two hourly warehouse workers $2.2 million in …
As you know, I strongly disapprove of use of the “N” word in the workplace. I don’t think African-Americans should say it, and I really, really don’t think people who aren’t …Read This Post
I haven’t had a chance to analyze yesterday’s Supreme Court decision in King v. Burwell, so meanwhile here is a link to a “plain English” summary of the decision, and here is a …Read This Post
We have reached the fifth and final of our five harassment “must-haves”: No retaliation.
It should be easy to avoid retaliation, right? Because retaliatory conduct is intentional – you can’t “accidentally” retaliate against someone. You …
It’s the moment of truth! (Dum-dum-DUM!)
Two weeks ago, we talked about harassment “must-haves” 1 and 2: a good, plain-language policy, and training. Last week, we talked about “must-have” 3: the …
Last week, I posted about harassment “must-haves” for employers, and talked in detail about the first two: a good policy, and training. This week I’d like to talk about “must-have” …Read This Post
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