How to defend *not* granting leave as a reasonable accommodation

Medical leaves of absence continue to confound employers. Under the ADA, an employer must consider an unpaid leave as a reasonable accommodation. An unpaid leave of some limited duration, however, will be reasonable in most cases.

When is an employer free to deny an employee’s request for a leave as an ADA accommodation? Let’s examine Williams v. AT&T Mobility Services (6th Cir. 1/27/17) for an answer.

The 3rd nominee for the “worst employer of 2017” is … the direct discriminator

Our next nominee for the Worst Employer of 2017 is the defendant in Mayes v. WinCo Holdings (9th Cir. 2/3/17) [pdf]—WinCo, a Bosie, Idaho, supermarket chain.

The plaintiff, Katie Mayes, a night-shift supervisor, was fired for taking a stale cake from the store bakery to share with fellow employees after management allegedly gave her permission to do so. That, however, is not what earned WinCo the nomination. Instead, it’s what the court found Mayes’s direct supervisor expressed about her (yes, her) belief about a woman running the night-shift:

WIRTW #447 (the “Gorsuch” edition)

Did you hear that Donald Trump appointed 10th Circuit Court of Appeal Judge Neil Gorsuch to fill to SCOTUS seat vacated by the death of Antonin Scalia? What have some of my blogging friends had to say about this appointment? Glad you asked.

• Gorsuch’s extra-judicial writing and speeches — via SCOTUSblog
• What President Trump’s Supreme Court Nominee Means for Employment Law Cases — via Jason Shinn’s Michigan Employment Law Advisor
• I wonder how Trump’s nominee, Neil Gorsuch, might decide a SCOTUS leave-accommodation ADA case. — via Eric Meyer’s The Employer Handbook Blog
• SCOTUS Nominee ‘Excellent’ Choice for Employers — via HR Daily Advisor
• Daily Trumpdate: Gorsuch seems to care about real people — via Robin Shea’s Employment & Labor Insider
• Judge Gorsuch is not Friendly to U.S. Workers — via San Antonio Employment Law Blog
• Where Does Gorsuch Stand on Tech and the Law? — via Technologist

Here’s the rest of what I read this week:

Ohio again tries to restore sanity to its bonkers employment discrimination law

It was almost one year ago to the day that I penned, Now is the time to restore balance to Ohio’s employment discrimination law: Endorsing the Employment Law Uniformity Act. I wrote:

For lack of more artful description, Ohio’s employment discrimination law is a mess. It exposes employers to claims for up to six years, renders managers and supervisors personally liable for discrimination, contains no less than four different ways for employees to file age discrimination claims (each with different remedies and filing deadlines), and omits any filing prerequisites with the state civil rights agency.

Last year’s attempt at this sanity restoration, Senate Bill 268, died at the end of 2016 with the expiration of the last legislative session.

Thankfully, however, House Bill 2 has resurrected this attempt. (And, yes, the irony that today is Groundhog Day is not lost on me.)

Does the FLSA cover unpaid “gap time”?

As we all should know, the Fair Labor Standards Act requires that employers pay non-exempt employees overtime at a rate of one and one-half times the regular rate of pay for any hours worked in excess of 40 in any given work week. And, it provides a remedy for an employee to sue for unpaid overtime (among other remedies).

What about gap time? “What is gap time,” you ask? It’s employment-law speak for unpaid straight time. Does the FLSA authorize a court to provide a remedy for unpaid straight time (for example, off-the-clock work that does not break the 40-hour weekly threshold)? Or, does the FLSA only authorize back pay for unpaid overtime?

Unions membership is up in Ohio; is your business prepared?

Union membership numbers for 2016 are out, and while most employers should be encouraged, Ohio employers might think otherwise.

In Ohio, the percentage of workers belonging to unions is at 12.4 percent, up 0.1 percent from 2015. Nationally, union membership sits at 10.7 percent, down 0.4 percent from 2015. In other words, Ohio’s union representation is both greater than, and growing faster than, the national average.

Trump’s un-American travel ban and the workplace

I’ve had an internal debate all weekend long over whether I should blog about Trump’s executive order that that bans immigration from seven Muslim countries, suspends refugees for 120 days, and bars all Syrian refugees indefinitely. Ultimately, I decided that if you are not part of the solution you are part of the problem, and this issue is too important to remain silent. I choose to be on the correct side of history.

If you are a staunch defender of the President who does not care to read an opposing view, I suggest you stop reading now, and come back tomorrow for a more benign post. Or, better yet, post a comment and let’s have an intelligent debate about this issue. And, if you choose to unfollow or unfriend me because of my opinion, you are more than welcome to do that too. This is still America, and I respect your right to have an opinion even if I disagree with it. I hope, however, that you show me and my opinion the same respect and patriotism that I would show you and yours.

WIRTW #446 (the “I wish I wrote that” edition)

Every now and again, someone writes a blog post that I wish I had written. This week brought us one such post.

• Could “The Last Jedi” Actually Be Practicing Religion in Your Workplace? | Connecticut Employment Law Blog — via Dan Schwartz’s Connecticut Employment Law Blog

For what it’s worth, I titled Dan’s post better than he did:

The headline to my blog post that I WISH I had written. https://t.co/AsgqvhEmFF

— Dan Schwartz (@danielschwartz) January 24, 2017

These aren’t the Title VII claims you’re looking for #EpisodeVIII #TheLastJedi @starwars https://t.co/fxQImbF6u1

— Jon Hyman (@jonhyman) January 24, 2017

---

In other news, this week President Trump named Philip Miscimarra acting head of the National Labor Relations Board. Here are three reasons employers should rejoice at this appointment.

• Philip Miscimarra is mad as hell, and you should be too!
• Is it time for a new NLRB rule on handbook policies?
• Did the NLRB do more harm than good by permitting teaching and research assistants to organize?

---

Here’s what else I read this week:

The 2nd nominee for the “worst employer of 2017” is … the recorded retaliator

Our next nominee for the Worst Employer of 2017 comes from my very own backyard—Cleveland Hopkins International Airport.

Here in Northeast Ohio  take our snow removal very seriously, especially (we hope) at the airport, where an icy or snow-covered runway could cause disaster. In 2015, airfield manager Abdul Malik-Al complained to his bosses about his belief that the airport did not sufficiently support its winter-weather crews. Those comments led to the FAA levying a $200,000 fine against the airport.

Make password security a priority for your employees in 2017

Do you know the top 10 passwords used to “secure” enterprise-connected devices in 2016? Sadly and unsurprisingly, here they are, along with how long it would take it would take a computer to crack each (and hack into said device and network):

Andrew Puzder’s view of women should disqualify him as Secretary of Labor

On Saturday, millions worldwide (2.6 million, according to USA Today) marched for women’s rights. On February 2, the Senate Health, Education, Labor and Pensions committee will hold its confirmation hearing for Labor Secretary nominee Andrew Puzder.

“What does one have to do with the other,” you ask? Consider this—

On the news: Hyman on reckless employee tweets and our new President

Last Thursday morning I received a call from Mike Brookbank, a reporter for WEWS, our local ABC affiliate. “I saw your quotes on Money.com on how to post on social media about President Trump without losing your job. I’m pitching a similar story for tonight’s news. Care to be interviewed?”

WIRTW #445 (the “dynamic duo” edition)

Last weekend was School of Rock weekend for the Hyman family. My kids showed a packed club what they’ve been working on for the past four months.

Norah never disappoints when she performs (or in life, for that matter). Some 10 year old girls play sports, some dance, some cheer ... mine just kicks ass.

Witness the power of a three-song selection from her Power Trios show, about which I heard whispers was one the best shows any of the three Cleveland-area Schools of Rock has ever done.


Not to be outdone, Donovan made his singing debut a few hours prior. I give the kid a ton of credit. He had a nervous meltdown before leaving the house that afternoon. With a lot help from Mom (and a little from Dad), he composed himself, stood up in front hundreds of strangers, and sang his heart out (complete with dance moves) on The Beatles’ I Saw Her Standing There.


The encore performance is this Sunday (Jan. 22) at Brothers Lounge. Donovan should take the stage around 4 p.m., with Norah to follow at 5:30.

Here’s what I read this week:

A not-so-subtle reminder about the need for cybersecurity training

I feel like I’ve written a lot lately about the need for cybersecurity training for employees (for example, here, here, and here). Yet, as long as employees keep opening unknown emails and clicking on strange links, we need reminders of why this training is necessary. And, just this past week, the Cleveland Metropolitan School District offered a great teachable moment.

OSHA suggests employer best practices for anti-retaliation programs

The Occupational Safety and Health Administration has published recommended best practices to protect from retaliation employees who report workplace safety or other concerns under any of the 22 statutes OSHA enforces.

The document, entitled, Recommended Practices for Anti-Retaliation Programs [pdf], outlines five key elements of an effective anti-retaliation program:

Pets in your workplace? Assess the risks and draft a policy.

A reader recently emailed the following question:

Some people need service dogs to get to work. But many more simply want to take their dogs to work. What is the protocol? What are the HR rules on this? And what are the penalties for illegally taking a dog to work?

Are you thinking about opening up your business to employees’ pets? You will find very few resources on the internet to help. And, you will need a written policy before you allow pets in. Here are some considerations:

SCOTUS to review NLRB ban on class-action waivers

One of the biggest issues on the NLRB’s hit list over the past few years has been class-action waivers. In D.R. Horton, a 3-2 majority of the Board held that an arbitration agreement which requires employees to waive their right to collectively pursue employment-related claims in all forums (i.e., by giving up their right to file or join class or collective actions) violates employees’ rights under the National Labor Relations Act to engage in protected concerted activity. This issue is significant, as employers seek to use class-action waivers to combat the plague of wage-and-hour lawsuits.

In the four years since D.R. Horton, the NLRB has invalided hundreds of class-action waivers. On appeal, however, not all federal circuit courts have been kind to D.R. Horton. The 5th Circuit overturned D.R. Horton itself, while other circuits have sided with the NLRB on this important issue.

Now, the Supreme Court is poised to have the final say.

WIRTW #444 (the “training” edition)

The workplace training video. I hope yours go better than this example.


Here’s what I read this week:

… and an early contender for worst employer of the year

We already have a nominee for worst employee of 2017, so why not share the love and nominate a worst employer.

Drum roll…

Tread carefully if stripping employees of their pay

Wait, not this kind of stripping?

Stevens v. Oval Office (E.D. Wisc. 12/29/16) [hat tip: Walter Olson’s Overlawyered] poses an interesting question—is it ever permissible to dock an employee’s pay for disciplinary reasons? The fact that the plaintiffs are adult dancers docked for rule infractions such as “failing to fully remove all clothing, except for underwear, by the end of the first song when dancing on stage” doesn’t dissuade interest either.

Cleveland Clinic doctor feeling ill after anti-vax blog post stirs trouble

A wellness physician at the Cleveland Clinic is in hot water following his blog post on Cleveland.com, in which he argued that parents avoid vaccinating their children. The doctor, Daniel Neides, is the medical director and chief operating officer of the Cleveland Clinic Wellness Institute.

In his post, he attacked flu shots for children and questioned the safety of childhood vaccination schedules, citing a debunked link between vaccines and autism. His byline used the Cleveland Clinic’s logo and identifies him a Cleveland Clinic physician.

Failure to follow employer’s reporting rules dooms employee’s FMLA claim

F-M-L-A: four letters that cast fear in the heart of any HR professional. So many rules to follow, so many ways to mess up and cost an employer. It's not just an employer that has FMLA rules to follow, however. Employees also have rules that they must follow, or the FMLA will not protect their leave.

In Alexander v. Kellogg USA (6th Cir. 1/4/17) [pdf], an injured production operator terminated for unexcused absences lost his FMLA claim because he failed to follow his employer's attendance policy.

WIRTW #443 (the “gigs” edition)

Holy cow, has it really been three weeks since I last posted a weekly roundup? It’s also early January, which means it’s School of Rock show season for my kiddos, and there are a whole bunch upcoming:

• Norah grabs the mike as part of the Power Trios show, on Jan. 14 at 7 pm at 42 Eighty Food & Drink, and again on Jan. 22 at 5:30 pm at Brothers Lounge.
• Donovan tickles the keys and makes his lead vocal debut, on Jan. 14 and Jan. 22, both at 3 pm at the same venues.
• Norah’s Junior Headliners band, now known as the Major Minors, plays the finals of the High School Rock Off from the stage at the Rock and Roll Hall of Fame, Feb. 25, with a warm-up gig at Coda on Jan. 15 at 3 pm.

As always, if stop and say hello and mention the blog, your next beverage is on me.

Here’s what I read the past three weeks:

Mandatory flu shots cost employer bigly

You may recall that in September I reported on a lawsuit the EEOC filed against a Pennsylvania hospital, alleging that it unlawfully fired six employees after denying their request for a religious exemption from the flu vaccine.

How did that case turn out for the employer? Not well. From the EEOC:

An early contender for employee of the year

It’s only the 4th day of January, and we already have an early contender for employee of the year. I can not do this story any justice better than the original article in the New York Post.

HR director sues to find out who sent her ‘a bag of d–ks’ 

Why it doesn’t matter that Ohio’s concealed-carry law removed its discrimination protections

We are going to begin 2017 near where we brought 2016 to a close—gun-owner protections.

Shortly before the end of Ohio’s 131st legislative session, Governor Kasich signed into law Amended Substitute Senate Bill 199, which, among other provisions, creates certain rights for lawful handgun owners to store said handguns in their vehicles parked on the property of their employers. You can read the specifics here.

The 12 Days of Employment Law Christmas (2016 edition)

For the past four Noels, I've concluded my posting year with “The 12 Days of Employment Law Christmas.” As this has become a year-end tradition at the blog, I’m sharing it again (with updated links). If you’re feeling brave, post a video of yourself singing along.

(Some musical accompaniment)

12 myths about independent contractor misclassification

Earlier this week, the Department of Labor published a new web guide on the issue of independent contractor misclassifications. The DOL’s tagline, “Misclassification Affects Everyone”, along with the comprehensive content contained therein, makes it clear that this issue remains hot for the agency. 

Contained the guide is a document entitled, “Myths About Misclassification”, listing 12 myths the DOL believes businesses commonly hold about independent contractors.

From the archives: Santa’s Employee Handbook

While I’d like to believe that every post I’ve ever written is indelibly embossed on the brain of every person that’s ever read my blog, I understand that readers come and go, and not everyone reads or recalls every post. As a result, sometimes it makes sense to dive into the archives to revisit a timely (and timeless) post of yesteryear.

So today I bring you, all the way from Dec. 11, 2014, Even Santa needs an employee handbook.

Take a gander at my recent cyber security webinar

Today I thought I try something different. Instead of reading what I have to say, I thought I’d give you a chance to listen to what I have to say.
The topic du jour — cyber security. Below is a video of a webinar I conducted last week, entitled, Everything Homebuilders Need to Know About Cyber Security in 30ish Minutes (but are afraid to ask). 
Even though the webinar was for the Home Builders Association of Greater Cleveland, most of the presentation is of general business interest, and of particular interest to HR folks. Cyber crime is one of, if not the, biggest threat to American businesses (see Yahoo, Target, Home Depot, the DNC…). If this issue is not squarely in the middle of your company’s radar, it should be for 2017.

WIRTW #442 (the “Good with God” edition)

Any week my favorite band—the Old 97’s—release new music is a week to be celebrated. (I know, Old 97’s music two Fridays in row. Deal with it or read something else today).

I’ll let Rolling Stone do the heavy lifting:

“I’m good with God. I wonder how she feels about me?” 

So ends the chorus of the Old 97’s’ “Good With God,” the lead single from the band’s 11th album, Graveyard Whistling. Due February 24th, the album offers up another boozy blast of Texas twang, train-beat percussion and guitar grit from Rhett Miller and company, who recorded its 11 songs in the same border-town studio that spawned the group’s major-label debut, Too Far to Care, two decades earlier. 

With their original four-piece lineup still intact, the Old 97’s welcome a new face into the fold with “Good With God,” whose titular omniscient character is played by Brandi Carlile. The two trade vocal duties throughout, with Carlile’s voice bathed in plenty of godly reverb. The result is an ominous, off-kilter duet between Miller and his maker, driven forward at highway speed by bandmates Philip Peeples, Murry Hammond, and Ken Bethea.

You can pre-order the new album, Graveyard Whistling, here (CD, digital, or four different colors of vinyl). Why wait for it’s official release on February 24? They are good musicians and better people that deserve for their music to be purchased, not streamed. And, look for the band to roll though your town in the Spring and Summer. They are a live act not to be missed.


Here’s what I read this week.

When a self-fondling supervisor earns the nickname “Mr. Bojangles,” it’s not going to end well

The EEOC reports that it has sued Goodwill Industries of the East Bay Area for sexual harassment and disability discrimination, following allegations made by disabled female nightshift janitors against their supervisor. The allegations are … disturbing:

Santa Claus and child labor laws

While I was watching Rudolph the Red Nosed Reindeer with my family something struck me. The elves working in Santa’s Workshop manufacturing the toys looked awfully young. Is it possible that the North Pole lacks child labor laws? Is this how Santa keeps his costs down? After all, he needs toys for more than half a billion children.

So, what are Ohio’s child labor laws?

Ohio set to maintain stable statewide minimum wage

A bill is on its way to Governor Kasich’s desk for signature that would prohibit any municipality or other political subdivision from establishing a minimum wage different from Ohio’s state minimum wage.

Sub. S.B. 331 [pdf] is a reaction to efforts of the “Fight for 15” movement to create piecemeal minimum wage increases city by city. Recall that earlier this year, Ohio’s attorney general issued an advisory opinion that a municipal ordinance may not require an employer to by a to pay its employees an hourly minimum wage rate that is in excess of the statewide hourly minimum wage rate,which is fixed by Ohio’s Constitution. This bill clears up an ambiguity over this issue.

Common sense (sort of) prevails in Ohio over gun-owner discrimination law

Last week, I reported on Ohio Senate Bill 199 / Sub. House Bill 48, which would have elevated “concealed handgun licensure” to a protected class under Ohio’s employment discrimination law, on par with race, color, religion, sex, military status, national origin, disability, age, and ancestry.

My Twitter feed absolutely exploded with confusion and outrage. Some of the better replies:

WIRTW #441 (the “Burl Ives” edition)

Christmas carols and the Old 97’s are two things that make me very happy. Do you know what makes me happier? When the Old 97’s sing a Christmas carol.

For this week’s musical share, I bring you Rhett and the boys performing “A Holly Jolly Christmas.” If this doesn’t put you in the holiday mood, nothing will.

Click here to enjoy (sadly, the Austin American-Statesman doesn’t offer an option to embed the video).

Here’s what I read this week:

Ohio set to elevate gun ownership to a protected employment class #TerribleIdea

How do you get conservative lawmakers to agree to add a protected class to an employment discrimination law? Focus on protecting on gun ownership, apparently.

Believe it or not, the right to conceal carry is about to join race, sex, age, religion, national origin, and disability as a class against which employers cannot discriminate against their employees. Really. I’m not making this up. Senate Bill 199 and Sub. House Bill 48 would make it illegal for an employer to fire, refuse to hire or discriminate against someone who has a concealed-carry permit and keeps a gun within a vehicle that may be parked on the employer’s property.

7 tips to avoid the holiday party nightmare

’Tis the season for workplace holiday parties. It a time to reflect on the past year and celebrate all your organization has accomplished. It is also a time to avoid liability, hopefully. A lot can go wrong at a holiday party.

For example, consider Shiner v. State Univ. of N.Y. (W.D.N.Y. 11/2/12).

“Who needs the NLRB?”

Bloomberg BNA reporters Chris Opfer and Ben Penn asked this question in their weekly column of workplace musings: “Who needs the NLRB?” (a question I’ve asked myself more than once over the past eight years.)

Said Chris Opfer:

A $15 minimum wage is not without consequences #fightfor15

Donald Trump’s presidency sparks an interesting dichotomy—a Republican that rode into office on a wave of populism, including fiscal populism. Officially, the President-elect favors a higher minimum wage: “On the minimum wage, Mr. Trump has voiced support for raising it to $10 at the federal level, but believes states should set the minimum wage as appropriate for their state.” 

The “Fight for 15” movement is taking notice:

WIRTW #440 (the “muzak” edition)

Earlier this week I had a conference call with a client, an event which I repeat dozens of times per week. This particular client uses UberConnect as its conference call provider. I’ve never used UberConnect before, I know nothing about it, and I am certainly am not endorsing it. I am, however, endorsing its hold music. I was the first participant to dial in, and was prepared for a few moments of smooth jazz for my listening non-pleasure. Instead, I got this song, “I’m on Hold,” by Alex Cornell, one of the company’s founders, who wrote the song specifically for this purpose.



Kudos to any company that thinks outside the box and tries something different to make the mundane a little less so.

Here’s what I read the past two weeks:

Will the 7th Circuit ban LGBT employment discrimination?

Those of you who have been reading this blog for any length of time should know that I strongly believe that it is a national embarrassment that LGBT employment discrimination remains legal. Sure, the EEOC believes that Title VII’s prohibition against sex discrimination covers LGBT discrimination. But, despite what it may think, the EEOC does not make law, it merely enforces laws made by others. And, yes, some federal courts are starting to come around to believing that Title VII covers LGBT discrimination. Yet, until either Congress amends Title VII to expressly cover LGBT discrimination, or all federal courts conclude that Title VII already covers it, employers are compliance limbo.

Federal court denies injunction against new OSHA retaliation rules

Stan Musial, Wade Boggs, Rod Carew, Honus Wagner, Jimmie Foxx, Joe DiMaggio. Six of the greatest hitters in the history of baseball. And all ended the careers with batting averages under .333. If you’re a baseball player, one out of three places you among the all-time greats. If you’re the Department of Labor, however, it’s not so good.

The DOL has already taken two big losses this month (first its Persuader Rule, and then its Overtime Rule), so you’ll forgive it if it’s not overly jubilant about closing November with a much needed win. Yet, a win is a win, and at this point the DOL will take what it can get from federal judges in Texas.

“Perceived” national origin discrimination may not be illegal, but…

Lost in the maelstrom of the last week’s FLSA overtime rule injunction was the news that the EEOC issued updated enforcement guidance on national origin discrimination.

The guidance, which replaces the EEOC’s older 2002 guidance and covers topic such as citizenship, language issues and English-only policies, and harassment, is recommended reading for all employers, as are the EEOC’s companion Q&A and small business fact sheet.

Let me point out, however, one area of contention—the issue of “perceived” national origin discrimination.

As sure as today is Cyber Monday, your employees are shopping from work

Today is Cyber Monday, the biggest online shopping day of the holiday season. In fact, it is estimated that today will be the biggest online shopping day ever, with over $3.36 billion in sales.

And, guess what? Given that most of those doing the shopping will be spending the majority of their prime shopping hours at work, from where do you think they will be making most of their Cyber Monday purchases.

Consider these statistics, pulled from CareerBuilder’s 2016 Cyber Monday Survey:

With the new overtime rules DOA, what now for employers?

Yesterday I promised myself a blogging vacation until after the Thanksgiving holiday. And then Judge Amos L. Mazzant III dropped the biggest employment law story of the year by enjoining the DOL’s new overtime rules.

My 5th grade daughter just completed two long-term school projects—a comprehensive book report celebrating a Newbery Medal winner (she chose Shiloh), and a scientific study of a native Ohio bird (she chose the wild turkey). They were due within two days of each other, and she had several weeks to complete each. We sat down with her school planner and mapped out reasonable due dates for each piece of each project, so that she would not get slammed at the end. With her busy music schedule, this lesson in non-procrastination was vital to her completing the projects on time (which she did).

I hope she doesn’t read this post, because I don't want her ever to think procrastinators win. Nevertheless, employers who procrastinated in preparing for the new overtime rules are feeling pretty good right about now.

BREAKING: Federal judge grants nationwide preliminary injunction against FLSA overtime rule

Consider this the judicial equivalent of a Hail Mary, or full-court buzzer beater, or a bottom-of-the-9th, 2-out grand slam.

Judge Amos L. Mazzant III of the U.S. District Court for the Eastern District of Texas has just issued a preliminary injunction enjoining the DOL’s impending December 1 change to the FLSA’s white-collar salary test.

Dropping some wage and hour wisdom on turkey giveaways

One law firm for which I used to work provided each staff member an annual Thanksgiving turkey as a holiday thank you to its employees. With the hindsight of two decades of employment-law experience, here’s my question—should the fair market value of that turkey been included in the employees’ regular rate of pay? Because if it was, the company would have to include its value in the calculation of employees’ overtime rates.

Some workplace haiku to start your week #haikuatwork

Lately, the news has been so grim, with elections, and overtime rules, and data breaches, and federal agencies that over-step and over-reach. I figured, why not start the holiday week with some levity.

Cleveland’s Fox 8 recently published a list of workplace haiku. Here are some of my favorites:

WIRTW #439 (the “Texas teardrops” edition)

It’s been a bad week for the Department of Labor in Texas, and it could get a whole lot worse before the month is over.

On Wednesday, U.S. District Judge Sam Cummings issued a permanent injunction preventing the DOL from implementing its controversial persuader rule.

Also this week, the Texas federal judge hearing the U.S. Chamber of Commerce’s challenge to the DOL’s impending overtime rule change (set to take effect Dec. 1) announced that he will issue a ruling by Nov. 22 on whether to enjoin the new white-collar salary threshold. Stay tuned.

If both cases go employers’ way, the DOL will definitely be crying Texas tears over its Thanksgiving turkey.


Here’s what else I read this week:

Federal judge takes NLRB to task for rules that protect racist and sexist workplace misconduct

Of all of the decisions the NLRB has handed down in the past eight years, those that let striking employees lob racists and sexist bombs at replacement workers crossing picket lines are the most offensive to me.

Consolidated Communications v. NLRB (D.C. Cir. 9/13/16) is one such case.

More compelling than the decision, however, is the concurring opinion written by Judge Patricia Millett, in which she calls on the NLRB to carry out its mission to protect the rights of all employees, not just those who happen to be walking a picket line. How can a picket line magically convert misconduct that is “illegal in every other corner of the workplace” into the “unpleasantries that are just part and parcel of the contentious environment and heated language that ordinarily accompany strike activity,” she asks? 

The newest threat to your cybersecurity? Your lunchroom appliances

Dinner is always a bit of cluster in my house. We are a home of two working parents, and, with music lessons and band rehearsals three nights a week, it seems that we are always scrambling for our evening meal. More often than not, we end up eating out, which is neither good for our wallets nor our waistlines.

What happens to the new FLSA salary test under President Trump?

The one employment-law question I’ve been asked most since waking up last Wednesday to the reality that The Donald will be The President (aside from, “How did this happen,” and for that I direct you to John Oliver’s excellent 30-minute soliloquy of an answer from his Sunday night HBO program—warning, language NSFW) is, “Does this mean that the new FLSA salary test won’t go into effect?”

The short answer? “No, it does not mean that.”

Employee’s misuse of medical leave grounds FMLA claim

Employers often tread too cautiously when handling employees on FMLA leave. Despite this caution, courts will to side with an employer that terminates an employee after uncovering abuses of FMLA leave.

Case in point? Sharif v. United Airlines (4th Cir. 10/31/16).

WIRTW #438 (the “White House” edition)

I heard that there was this huge meeting at the White House yesterday. 

A photo posted by Cleveland Cavaliers (@cavs) on Nov 10, 2016 at 1:14pm PST

#TheChamps #youthoughtiwastalkingabouttrump #JRputashirton

Here’s what I read this week.

How do we heal at work after this election season? [Updated]

As someone who’s been blogging as long as I have, nearly all of my life experiences run through my blogging filter. “How can translate this into a blog post about the workplace,” is a question I often ask myself. So this is the place in which I found myself yesterday. “What does a Trump presidency mean for labor and employment law?”

Federal court recognizes LGBT employment discrimination as illegal under Title VII

It’s been more than a year since the EEOC first announced that it would accept LGBT-discrimination charges as sex-discrimination charges under Title VII. Last week, the EEOC finally got a federal court to agree with its position in a LBGT-discrimination-is-sex-discrimination lawsuit.

EEOC on Wellness Programs and EEO-1s

The EEOC has posted webinar recordings of two significant new rules: Wellness and EEO-1 requirements.