It’s SUMMER! Top 4 Ways Employers Can Get Burned

By | Employment & Labor Insider | June 23, 2017
We officially entered the season of summer this week. What are the most common ways employers can get burned? I can think of four right off the bat. (In the 1960s, melanoma was cool.) Sexist air conditioning. It seems like a long time since we’ve read anything about this employment law “issue.” The idea was that office air conditioning was set for men. View Full Post
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Weekly Catch-up

Trump DOL removes Obama DOL guidance on independent contractors, joint employment. On Wednesday, Secretary of Labor Alexander Acosta removed two Hot Dog Man.flickrCC.JeleneMorrisAdministrator’s Interpretations on independent contractors and joint employment issued during the Obama Administration. Here is our Client Bulletin, which I wrote with Jim Coleman, co-chair of our Wage and Hour Practice Group. View Full Post
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Gender Dysphoria: Is It an ADA-protected Disability?

As our readers know, discrimination against transgender individuals is often treated as sex discrimination under Title VII, as a form of unlawful “sex stereotyping.” But is it also a “disability” within the meaning of the Americans with Disabilities Act when an individual identifies with a gender other than his or her biological one? View Full Post
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Second-guessing the Advice Columns On Workplace Law — Again!

I’m going to have to make this a regular series. A few weeks ago, I posted about an “Ask Amy” column involving a bullying boss, which I thought had really poor employment law advice. (To her credit, Amy posted not one, but two, corrections not long afterward.) Last week, Karla Miller of the “Work Advice” column in The Washington Post — who is a bona fide “HR advice” columnist, and a very good one — had one that I disagreed with. View Full Post
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Weekly Catch-up

You want my salary history? That’s sex discrimination! Well, actually, it’s a little more complicated. Kacy Coble of our Memphis Office has a Hot Dog Man.flickrCC.JeleneMorrisgreat post over at FOCUS, our women’s leadership blog, about the perfectly legitimate, non-discriminatory reasons why employers sometimes use salary history in setting pay — and how alternatives may be even more unfair. View Full Post
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