Even before the phrase “you’re fired” became a household catchphrase through “The Apprentice” millions of workers would face the unfortunate reality that their employment would be terminated. Let’s face it, being fired is no fun; regardless of whether you love or hate your job (or your boss).
As the job market steadily improves, discrimination still exists in the hiring process. It is not uncommon for employers to ask questions that either violates state and federal employment laws or gives rise to an employment discrimination claim. Indeed, some questions could be asked out of ignorance, but they can put job candidates in a difficult situation. After all, job candidates are trying to make a good first impression and genuinely want the job.
For months, the economic outlook with regard to jobs has been positive, and January’s jobs report did not disappoint. According to several media reports, there were 227,000 new jobs added to the nation’s economy. This number greatly surpassed analysts’ expectations of 180,000 new jobs. However, wages only increased 2.5 percent, which was below analysts’ expectations.
In the coming weeks, employers across a number of industries will have their annual holiday party. While it is customary for businesses and organizations to have functions in the workplace, many will have their parties offsite. Nevertheless, it is typical (and fodder for office lore) for some employees to have too much of a good time. The trailers for the new movie “Office Christmas Party” should give you an idea.
Last week, California voters approved Proposition 64, which legalized recreational use of marijuana within the state. Prior to the vote, marijuana was only approved for medicinal purposes. With Californians over the age of 21 soon to be allowed to possess and use marijuana, questions abound as to whether workplace policies will be affected.
What is a whistleblower, exactly?
In our prior posts, we have highlighted the importance of pregnant employees and job seekers to know their rights in the workplace. While the nation’s economy steadily improves and more jobs become available, pregnant employees may still be subject to discrimination and other forms of wrongful treatment in the workplace.
As we noted in a prior post, the specific language in a Family Medical Leave Act notice, is critical since employees commonly rely on such information so that they can make informed decisions about when and how much unpaid leave they can take.
It goes without saying that no one likes a bully. At the same time, being harassed isn’t much fun either. Both behaviors are deplorable, so it’s almost like the difference between tomato (to-MAY-to) and tomato (to-MAH-to).
As an employee, would your choices about leave be different if you knew that your job was safe upon your return? Chances are that the answer would be “yes.” At least a federal appeals court would say so as well.