Everyone say hello to Loula Mae, our new family member (a vizsla, in case you’re curious).
Here’s the rest of what I read this week:
Discrimination
- 5 reasonable accommodations an employer never dreamed it would have to make — from Robin Shea’s Employment and Labor Insider
- Class Now Trumps Race as the Great Divide in America — from The Atlantic
- EEOC initiates own investigation into looks-based discrimination — from Warren & Associates Blog
- Court Curbs Long Investigatory Arm of the EEOC - Twice — from Workplace Class Action Litigation
- One federal appellate court outlines parameters for “hostile work environment” claim — from Employment Law Matters
- Domino’s may be liable for sexual harassment of franchisee’s employees — from Judy Greenwald at Business Insurance
- Workplace Email: The Devil Made Me Do It — from Molly DiBianca’s Delaware Employment Law Blog
- Are You Sharing Too Much Online? — from Social Media Today
- Employment Litigation in the Digital Age — from Technology for HR
- Will using Dropbox put your CEO in jail? — from gigaom
- Why my child will be your child’s boss — from Suzanne Lucas (the Evil HR Lady), writing at CBS Money Watch
- Why Nipple Tape Doesn’t Cure Workplace Conflict — from Blogging4Jobs
- Workplace Trends: The Talking Urinal Cake — from Workplace Diva
- Employee Handbooks – Are They Really Necessary? — from Employment Essentials
- Supreme Court of Pennsylvania grants review of $187-million class action judgment against Wal-Mart — from How Appealing
- Is Time Spent Filling Your Prescription at Walgreens Covered by FMLA? — from Jeff Nowak’s FMLA Insights
- DOL Issues Employee Guide to the Family and Medical Leave Act — from Hiring & Firing
- Why Did Roberts Reach the Commerce Clause on Obamacare? — from Phil Miles’s Lawffice Space
- Directing Employees To Hand Out Leaflets A Violation, NLRB Rules — from Labor Relations Update
- Is Your At-Will Disclaimer a Ticking Time-Bomb? — from Labor Relations Institute
- How to Save Unions by Making Them Weaker — from Forbes
- NLRB Continues To Crack Down On Employer Social Media Policies and Continues to Leave Doubt On What Provisions Designed To Protect Trade Secrets and Confidential Information Will Withstand Its Scrutiny — from Trading Secrets