Most employers probably know that they cannot discriminate against employees on account of pregnancy or childbirth. The right of a pregnant employee to be free of discrimination arises from the federal Pregnancy Discrimination Act (PDA), which makes such treatment a form of gender discrimination under Title VII of the Civil Rights Act of 1964. Other employment laws, including the Family Medical Leave Act (FMLA) and various state laws, may also come into play when dealing with an employee’s pregnancy.
Those who have followed this blog regularly know that a true treat is in store every year at this time – the Employment Essentials annual holiday poem, authored by our own Vanessa Goddard. Once again, our readers will not be disappointed with Vanessa’s fabulous work, so don’t hesitate to show the author some love in the comments below the prose. Happy Holidays from the entire Employment Essentials team. Click here to read this year’s poem.
At some point, most employers must face the prospect of sitting down with an employee to advise him or her that it’s time for the employment relationship to end. This is frequently a dreaded scenario for employers, and understandably so. Emotions usually run high and legal risks can loom large when that happens. But terminations can actually hold overlooked benefits for an employer – beyond perhaps ridding the workplace of an underperforming employee – if done properly.
Today is the last day to nominate our blog for the American Bar Association annual top 100 legal blawgs. If you’re willing to look past our shameless solicitations because you appreciate our content at Employment Essentials, kindly take 1-2 minutes to go here and nominate us. Today, August 9, 2013, is the last day to nominate blog candidates.
We promise not to let the adulation go to our head if we are chosen by the ABA. Not completely, anyway.
In all seriousness, and as always, thanks for reading.
Regular readers of this page know that the American Bar Association has a contest each year where they select the top 100 legal blogs (blawgs) throughout the country. With that recognition comes honor and adulation, not to mention a piece on their website and a nice feature in their monthly magazine, the ABA Journal.
If you’re a fan of our content for its legal and employment insight or humor, if you enjoy Vanessa’s column, or if you appreciate our occasional free download content, or for any other reason, kindly take just 1-2 minutes to nominate the Employment Essentials blog. You can do that by going here. We’d be very grateful for your nomination. We’d be especially thankful if you do it quickly, since nominations close this Friday, August 9.
The Employment Essentials team and the folks on their Twitter side (@SJEmpEssentials) thank all of their loyal readers for the support.
It would be foolhardy, indeed, to try to navigate the waters of social media’s impact on the workplace alone. The Employment Essentials Team has put together for our readers a free toolkit to help you spot the legal issues which can arise when you or your employees use social media. Don’t be fooled. Social media can affect the workplace from hiring through discharge, and even during off-duty hours.
The Steptoe & Johnson Labor and Employment Blog team would like to officially welcome the newest entry to our firm’s blogosphere. The Steptoe & Johnson Energy Essentials International Energy Blog recently launched, and we would appreciate you taking a few seconds to check it out and, if you like it, spread the word about it.
The Energy Essentials International Law Blog will focus exclusively on International Energy Law, emerging energy policies, news and international challenges and opportunities for energy producers around the world. The blog’s primary author is Steptoe & Johnson’s Philip D. Vasquez, the leader of the firm’s International Energy Practice. .
To access the Energy Essentials – International Energy blog, click here, or visit http://www.steptoe-johnson.com/blog/international-energy.
Human resources used to be so much simpler than it is today. In the olden days, most HR professionals just worried about which payroll deductions to withhold, how to keep track of vacation, and whether there was an attendance problem in the workplace. Now, all the key issues in HR are bigger and more complicated, with a lot at stake. Are your employees properly classified as exempt or non-exempt? Is there any way on earth to avoid a retaliation claim? How do I control what my employees are saying about the company on Facebook?