Sometimes leaders need to be tough on some of the little things. These can have significant ramifications which are not always immediately obvious. However, because the benefits are not obvious, or seem unimportant at the time, many leaders don’t address them, also possibly feeling that they don’t want to be ‘petty’.
Last week I busted on “my own side” by giving four reasons why employers shouldn’t be so quick to fire their employees. To be fair, this week I’ll talk about the other side — four reasons why employees shouldn’t be too quick to sue their employers.
Is liking something expressive activity protected by the First Amendment? Does being a Facebook “friend” create the appearance of impropriety requiring the judge to recuse himself from the case? Leave it to Facebook to make us answer these questions.
It seems like have year has its definining Supreme Court class action suit—and this year it is Comcast Corp. v. Behrend. The ruling, which came down just a few weeks ago, makes it considerably more difficult for to certify class actions in certain instances. Some have thought it would only apply to antitrust issues—that includes the plaintiffs in today’s topic of discussion, Wang v. Hearst Corp.—but they’re quickly finding out it has broad implications, and could provide a powerful tool for employer-side lawyers. Joining me to explain why that’s the case is Littler‘s Bill Allen, author on their Wage & Hour Counsel blog.
Pet Sitter International’s Take Your Dog to Work Day (“TYDTWDay”) is Friday, June 21, 2013. With this event on the horizon, it raises questions regarding the legal and practical aspects of allowing pets in the workplace.