1. with
Mark Toth
Chief Legal Officer
North America
Halloween 2012
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Halloween 2012
5. with
Mark Toth
Chief Legal Officer
North America
Halloween 2012
6. Official Disclaimer
The presentation you are about to witness
should not be relied upon or construed as
legal advice.
Failure to stay awake for the entirety of this
presentation could result in long-lasting
side-effects, including litigation headaches,
recurring nightmares and/or severe
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Please consult with your own HR and
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You have been warned.
ManpowerGroup | October 31, 2012 6
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ManpowerGroup | October 31, 2012 7
9. Reduce your terror level
What
How to Least
Keeps Scary Twick EL
Get Sued Zombie-
YOU ???s or Great
BIG ish
Up at Answered Tweet? Pumpkins
Now Contest
Night?
ManpowerGroup | October 31, 2012 9
11. What Keeps YOU Awake at Night?
ManpowerGroup | October 31, 2012 11
12. Question Is complying with employment laws
getting scarier or easier?
Really very extremely easier 0%
Somewhat easier 1%
No change 13%
Somewhat scarier 21%
Really very extremely scarier 65%
Source: ManpowerGroup Employment Blawg
ManpowerGroup | October 31, 2012 12
13. Question
Are you seeing an increase in
employment law claims?
Yes, substantial increase 2%
Yes, moderate increase 32%
No change 64%
No, moderate decrease 1%
No, substantial decrease 1%
Source: ManpowerGroup Employment Blawg
ManpowerGroup | October 31, 2012 13
14. TOP 10 SCARIEST EMPLOYMENT LAWS
1. ADA (32.0%)
2. FMLA (20.9%)
3. FLSA (19.3%)
4. NLRA (14.6%)
5. Title VII (12.7%)
6. HIPAA (6.0%)
7. OSHA (5.4%)
8. USERRA (2.8%)
9. ADEA (2.5%)
10. COBRA (1.6%)
Source: ManpowerGroup Employment Blawg
ManpowerGroup | October 31, 2012 14
15. What spooks you
most about the
world of work
heading into
2013?
ManpowerGroup | October 31, 2012 15
18. The Answer
ManpowerGroup | October 31, 2012 18
19. @manpowerblawg
If you had to boil all of
employment law down
to one word, what
would it be?
ManpowerGroup | October 31, 2012 19
20. Scary Times are tough, man.
Q I could use a little levity.
Please share something
dumb from the wonderful
world of work that will
help me feel smart
by comparison.
ManpowerGroup | October 31, 2012 20
21. 2012‟s MOST CREATIVE EXCUSES FOR MISSING WORK
“I forgot you hired me.”
“My toe was stuck in a faucet.”
“I was upset after watching The Hunger Games.”
“My dog had a nervous breakdown."
“I was bitten by a bird.”
“My sobriety tool kept my car from starting.”
“My hair turned orange.”
“I was sick from reading too much.”
“I was suffering from a broken heart.”
Sources: CareerBuilder
ManpowerGroup | October 31, 2012 21
24. What do YOU think?
Which of the following has NOT
been recognized as a disability
under the ADA?
A. Internet Use Disorder
B. Obesity
C. Pregnancy
D. Shy Bladder Syndrome
ManpowerGroup | October 31, 2012 24
25. What do YOU think?
Which of the following has NOT
been recognized as a disability
under the ADA?
A. Internet Use Disorder
B. Obesity
C. Pregnancy
D. Shy Bladder Syndrome
ManpowerGroup | October 31, 2012 25
26. ADA FACTS
32% 2X
D=$ 27M
Sources: BLS, October 31, 2012
ManpowerGroup | US Government, Kessler Foundation, Ernst & Young 26
27. ADA How NOT To
Don‟t Don‟t
Make snap Don‟t consider request Memorialize
judgments interact additional additional discrimination
leave medical info in writing
ManpowerGroup | October 31, 2012 27
28. Scary Aiyeeeeeeeeeeeeeeeeeeeee!
Nothing freaks me out more
Q than when the ADA meets the
FMLA meets GINA meets WC.
Can you give us a roadmap?
ManpowerGroup | October 31, 2012 28
29. Freak no more. Open the Tool Box.
Un-scary
A
ManpowerGroup | October 31, 2012 29
30. Scary We‟ve had a no-fault
attendance policy for decades.
Q I heard that some companies
are moving away from them.
Do I really have to change it if
we administer it consistently?
ManpowerGroup | October 31, 2012 30
31. Un-scary Yes (for 20 million reasons).
A
ManpowerGroup | October 31, 2012 31
32. Scary I tell people that unreasonably
extended leave is, well,
Q unreasonable, and thus not a
“reasonable” accommodation.
Am I right? Please say “yes."
ManpowerGroup | October 31, 2012 32
33. Un-scary No (sorry).
A Courts have ruled that extended
leave (e.g., 6 months) can be a
reasonable accommodation.
However, courts have also
consistently ruled that indefinite
leave is not reasonable.
ManpowerGroup | October 31, 2012 33
34. Scary An employee claims he‟s
Q addicted to the Internet and
that we have to accommodate
him by letting him surf
intermittently (seriously).
Is he right? Please say “no.”
ManpowerGroup | October 31, 2012 34
35. Un-scary Maybe (sorry again).
A Internet Use Disorder has
been officially accepted for
inclusion in the DSM.
ManpowerGroup | October 31, 2012 35
36. Scary An employee wants to
telecommute as an
Q accommodation. I can
automatically deny that
request if the employee is
non-exempt -- right?
ManpowerGroup | October 31, 2012 36
37. Un-scary No.
A It depends on the particular
circumstances, like virtually
all accommodations.
ManpowerGroup | October 31, 2012 37
38. Scary Is job reassignment required
as an accommodation under
Q the ADA?
ManpowerGroup | October 31, 2012 38
39. Un-scary Probably yes, according to
the EEOC and some federal
A courts – even in preference
over more qualified
non-disabled candidates.
ManpowerGroup | October 31, 2012 39
40. Scary I‟m confused, which makes
Q me scared. Can you clarify
what‟s OK when it comes
to pre- and post-offer
medical inquiries?
ManpowerGroup | October 31, 2012 40
41. Un-scary
Pre-offer: No medical exams
and no inquiries about
A disability, perceived disability,
WC history, absence related to
illness or drug/alcohol use.
Post-offer: Medical exams
acceptable only if required of
similarly situated employees.
ManpowerGroup | October 31, 2012 41
42. 414.751.0126
If you could make only
one call, to whom
would it be?
ManpowerGroup | October 31, 2012 42
43. Scary Drugs @ work are my biggest
nightmare. Most of our employees
Q seem to be goofed up on
skunkweed half the time. When
can I drug test? What if they‟re
addicts/alcoholics? What about
prescriptions? Do I have to let
„em crank “the Dead” all day
as an accommodation?
ManpowerGroup | October 31, 2012 43
44. Drug Testing Made Un-scary
Objective, Avoid Medical
not Reasonable Confidential Review
prescription
subjective suspicion Officer
bans
ManpowerGroup | October 31, 2012 44
45. Drugs @ Work Made Un-scary
“Currently engaging”? No
Recovering? Safe Harbor unless “currently engaging”
Prescribed meds? Probably unless direct threat
UI? No (other than legally prescribed meds)
ManpowerGroup | October 31, 2012 45
46. Scary What if a disability causes safety
issues and work stoppages?
Q We have a machine operator with
diabetes who faints from low blood
sugar. It causes interruptions as
co-workers come to his aid and we
fear he‟ll fall into a machine and
injure himself or others.
ManpowerGroup | October 31, 2012 46
47. “Direct Threat” Made Un-scary
Imminence
Likelihood
Severity
Duration
“Significant risk of substantial harm to the health
and safety of the individual or others that cannot
be eliminated by reasonable accommodation.”
ManpowerGroup | October 31, 2012 47
50. Scary
I‟m 2894% convinced that flexibility
is the key to the modern workplace,
Q including engagement, productivity
and working with those who have
workplace challenges such as
disabilities. That said, I‟m not 2894%
sure of all the ins and outs of flexible
approaches. Got any good resources
you can recommend?
ManpowerGroup | October 31, 2012 50
51. Un-scary Yes. Hot off the presses:
A
Workplace Flexibility Toolkit
ManpowerGroup | October 31, 2012 51
52. YOU be the judge
Who wins?
A. Employer
B. Employee
C. Neither
ManpowerGroup | October 31, 2012 52
53. YOU be the judge
Who wins?
A. Employer
B. Employee
C. Neither
ManpowerGroup | October 31, 2012 53
54. Scary A salesperson is out on FMLA.
Q Is it OK to use company e-mail
to communicate with him?
Is it OK if he makes phone
calls to clients while on leave?
ManpowerGroup | October 31, 2012 54
55. Un-scary No. The basics:
• instruct employees not to work
A • no contact except for leave-related info
• work is compensable and can‟t
be counted toward FMLA
ManpowerGroup | October 31, 2012 55
56. Scary An employee is demanding
Q intermittent FMLA for
migraines basically whenever
she feels like it. Talk about
scary – how on earth am I
supposed to manage THAT?
ManpowerGroup | October 31, 2012 56
57. Un-scary Very carefully.
A
ManpowerGroup | October 31, 2012 57
58. Intermittent Leave Made Un-scary
Incomplete Notice
Certification 7 days to cure
Contact Clarify/authenticate
Provider HR, not supervisor
Recert or Recert from original provider OR
2nd Option Employer-paid 2nd opinion
3rd If conflict
Option Final & binding
ManpowerGroup | October 31, 2012 58
59. The FMLA in Plain English
ManpowerGroup | October 31, 2012 59
60. How
NOT
to manage
FMLA
ManpowerGroup | October 31, 2012 60
62. The FMLA in Plain English
Scary Wave your wand and
Q whisk wage weirdness
away wouldya?
In other words, could you
please summarize all the
latest FLSA decisions
in one of your patented
one-page thingys?
ManpowerGroup | October 31, 2012 62
63. The FMLA in Plain English
1. On-call time 6. Travel during work hours
2. Commute time 7. Changing in/out uniform
3. Wait time 8. Donning/doffing safety gear
4. Meals < 30 9. Walking from changing area
5. Travel non-work hours 10. Rest > 30
ManpowerGroup | October 31, 2012 63
64. The FMLA in Plain English
1. On-call time 6. Travel during work hours
2. Commute time 7. Changing in/out uniform
3. Wait time 8. Donning/doffing safety gear
4. Meals < 30 9. Walking from changing area
5. Travel non-work hours 10. Rest > 30
ManpowerGroup | October 31, 2012 64
66. Scary The NLRB makes me break
out in hives. Can you please
Q make sense of its most
recent rulings for us?
ManpowerGroup | October 31, 2012 66
67. Un-scary No.
A
ManpowerGroup | October 31, 2012 67
68. NO
Congress?
NO NO
discipline? confidentiality?
NO anti- NO
disparagement? employment
at will?
ManpowerGroup | October 31, 2012 68
69. Scary Should I just trash my
Q employee handbook?
Guide us thru the darkness.
What should we do to avoid
getting on the NLRB‟s hit list?
ManpowerGroup | October 31, 2012 69
70. The NLRB Made Un-scary
“Protected concerted activity”
Union or non-union
>1
Wages or work conditions
Same in cyberspace
ManpowerGroup | October 31, 2012 70
71. Scary The NLRB‟s attack on
Q investigation confidentiality
is a nightmare (not to
mention unworkable).
What exactly are employers
supposed to do now?
ManpowerGroup | October 31, 2012 71
72. Confidentiality Made Un-scary
Witness Protection
Evidence Destruction/Fabrication
Cover-up
Duration of Investigation
Company Time/Property
ManpowerGroup | October 31, 2012 72
74. Scary The EEOC freaks me out.
Q More and more regulation.
More and more enforcement.
More and more lawsuits.
More and more class actions.
More and more and more $.
Almost hate to ask, but
what is the EEOC cooking
up next for employers?
ManpowerGroup | October 31, 2012 74
75. Criminal
Background
Guidance
752,000 Online
Reasons to Charge
be Nice Tool
EEOC
NEW
Transgender BIG
Protection Subpoenas
ManpowerGroup | October 31, 2012 75
76. Recruiting/
Hiring
Vulnerable
Pregnancy
Workers
EEOC
NEXT
Harassment ADA
Access to
Legal LGBT
System
ManpowerGroup | October 31, 2012 76
77. Scary How serious is the
Q EEOC about its new
agenda? Is it mostly
political posturing?
ManpowerGroup | October 31, 2012 77
78. Un-scary Very.
A
ManpowerGroup | October 31, 2012 78
79. Scary What test are we
Q supposed to apply to avoid
conviction discrimination
(in 100 words or less, please)?
ManpowerGroup | October 31, 2012 79
80. Conviction Records Made Un-scary
“Individualized
“Targeted assessment”
Notify
if screened out:
screen” • Circumstances
individuals • Nature of offense
surrounding offense
under scrutiny • Time elapsed • Post-conviction
work record
• Nature of job
• References & other
info from applicant
ManpowerGroup | October 31, 2012 80
81. Scary Are “individualized
assessments”
Q always required?
ManpowerGroup | October 31, 2012 81
82. Un-scary EEOC: “Not necessarily
required in all circumstances.”
A BUT …
“The use of individualized
assessments can help
employers avoid Title VII
liability by allowing
them to consider more
complete information on
ManpowerGroup | October 31, 2012
individual applicants.” 82
83. Scary Is it now unlawful to ask
Q about convictions on
job applications?
ManpowerGroup | October 31, 2012 83
84. Un-scary No, but not a “best practice”
according to the EEOC).
A
ManpowerGroup | October 31, 2012 84
85. Scary Arrrrrrrrrgh! Do I have to
Q train all my managers
on this?
ManpowerGroup | October 31, 2012 85
86. Un-scary Not unlawful not to,
but a “best practice”
A (according to the EEOC).
ManpowerGroup | October 31, 2012 86
87. Scary How seriously
do we have take
Q this new guidance?
ManpowerGroup | October 31, 2012 87
88. Un-scary Not law. Just “guidance.”
But take it seriously (especially
A in states that have restrictive
conviction record laws) unless
you want a class action.
ManpowerGroup | October 31, 2012 88
90. Quarterly SM Index
Do you currently use
social media @ work?
A. Yes
B. No
C. What‟s social media?
ManpowerGroup | October 31, 2012 90
91. Quarterly SM Index
What SM tool do you
use most @ work?
A. Facebook
B. Google+
C. LinkedIn
D. Twitter
E. Other
ManpowerGroup | October 31, 2012 91
92. Scary Social media scares me silly.
Don‟t want to be a neanderthal
Q and ban it completely but I also
don‟t want to expose my
company to unnecessary
liability. What‟s the latest and
what are real HR people doing?
ManpowerGroup | October 31, 2012 92
93. 98%
!!!! 75%
SM
:( <10%
0 #1
Sources: SilkRoad, Achievers Social HR Survey
ManpowerGroup | October 31, 2012 93
96. Scary Like the Great Pumpkin of
Q Charlie Brown fame, what are
some great (or not-so-great)
employment law myths that
you can smash for us?
ManpowerGroup | October 31, 2012 96
97. NLRA
Salaried = CT but not
doesn‟t
Exempt OT is OK
apply to me
Probation
ADA =
means
new job
something
ManpowerGroup | October 31, 2012 97
98. NLRA
SMASHED
doesn‟t
Salaried =
Exempt
CT but not
OT is OK
apply to me
Probation
ADA =
means
new job
something
ManpowerGroup | October 31, 2012 98
99. NLRA
SMASHED
doesn‟t SMASHED
Salaried =
Exempt
CT but not
OT is OK
apply to me
Probation
ADA =
means
new job
something
ManpowerGroup | October 31, 2012 99
100. NLRA
SMASHED
doesn‟t SMASHED
Salaried =
Exempt SMASHED
CT but not
OT is OK
apply to me
Probation
ADA =
means
new job
something
ManpowerGroup | October 31, 2012 100
101. NLRA
SMASHED
doesn‟t SMASHED
Salaried =
Exempt SMASHED
CT but not
OT is OK
apply to me
Probation
SMASHED
ADA =
means
new job
something
ManpowerGroup | October 31, 2012 101
102. NLRA
SMASHED
doesn‟t SMASHED
Salaried =
Exempt SMASHED
CT but not
OT is OK
apply to me
Probation
SMASHED SMASHED
ADA =
means
new job
something
ManpowerGroup | October 31, 2012 102
103. How To Get Sued BIG Now
ManpowerGroup | October 31, 2012 103
104. Get Sued BIG Now
Don„t open the Tool Box
Don‟t do the ADA Interaction Dance
Manage FMLA intermittent leave badly
Punish protected concerted activity
Don‟t follow the Wage & Hour Big 10
Believe in the EL Great Pumpkins
Ignore the EEOC‟s New Targets
Don‟t love your employees
ManpowerGroup | October 31, 2012 104
105. On the Blawg …
MOST
UN-ZOMBIE-LIKE
AUDIENCE MEMBER
CONTEST
ManpowerGroup | October 31, 2012 105
106. Coming soon …
What‟s NEW
& What‟s NEXT
For Employment
Law in 2013
ManpowerGroup | October 31, 2012 106
107. INSERT NEW ICON
THANK YOU!
ManpowerGroup | October 31, 2012 107
108. Did you watch this webinar as a recording?
Please request your certificate at
INSERT NEW ICON
www.manpowergroup.us/requesthrci
ManpowerGroup | October 31, 2012 108
Notas do Editor
Dan
Dan
Dan
Dan
Mark: Thanks, Dan. Hello everyone and thank you for joining us today!Welcome to our special Halloween-themed Answers to the World’s Scariest Employment Law ?s where for the next 58-and-a-half minutes we will attempt to reduce your terror level by answering as many spooky employment law ?s as humanly possible. We’re going to go at warp speed but if you miss anything the full PPT with all my notes will be available for your reading pleasure on my blawg.
OK, here’s where things officially get spooky. Because I’m a lawyer we’ll begin with some frightening legalese [read].In other words, you can’t sue me, Dan, ManpowerGroup or anyone else based on anything you hear here today. So there.
As an extra added bonus, Dan will somehow be magically tweeting along as me during today’s webinar using the handle @manpowerblawg – that’s b-l-a-w-g – using the hashtag mpwebinar. Thank you, Dan, and please don’t say anything that’ll get me fired.
Today’s webinar is brought to you by … YOU. Thanks to all of you who submitted ?s and topics in advance for our consideration. Nice mix of big picture strategic stuff and nuts and bolts real-life stuff. We’ll do our best to cover both.In other words, if don’t like what we cover here today you have no one to blame but yourselves.
Here’s what we’ll cover today. First, we’ll look at some of our pre-webinar survey results to see what YOU want us to talk about. Then we’ll dive right in and de-spook-ify ?s in the topic areas you selected. To help keep you stay awake we’ll mix in a variety of twicky Tweet- and Text-o-ramas for valuable prizes. We’ll then unmask some EL Great Pumpkin myths and then conclude today’s proceedings with our handy how to get sued BIG now tips. But that’s not all. Immediately after the webinar tune into my blawg at marktoth.com for our Least Zombie-ish Webinar Attendee Contest and other great free stuff.
We’ll also post on my Blawg our 187% free EL Tool Box. Includes a glossary to help decode the alphabet soup of employment laws; cheat sheets on every major employment law; an investigation checklist; termination tools; an overview of wage and hour basics; tools for reducing legal fees and much much more.
Pre-webinar survey. A truly terrifying 65% of you picked Really very extremely scarier as your #1 choice. 86 to 1. Wow. That IS scary.
Here’s our 1/4ly Lit Index, where we ask you: Are you seeing an increase in emp’t law claims? 34% of you report an increase vs only 2% of you reporting a decrease. In other words, the number of you seeing an increase is SEVENTEEN times greater than the number who are seeing a decrease. Last Q was ONLY 12X. So that’s scary too.
We also asked you to rank the world’s scariest employment laws. Here’s your official top 10. We’re going to tackle the top 5 for you here today. That’s one of the filters we used to funnel your ?s scientifically.
We also asked you to answer this question in 10 words or less: What spooksyou most about the world of work heading into 2013?Here’s basically what you said …
We also asked you to answer this question in 10 words or less: What concerns you most about the world of work?Got several hundred answers, some of ‘em several hundred words long. Lots of themes came thru loud and clear: [SM, and lots of other things we’re going to be covering here today. Full summary on the Blawg. Add.]
Our goal is simple: to de-spook-ify employment law one law at a time. For those of you who follow my blog, been doing it all month long leading up to this auspicious occasion by breaking down each and every law in a single post each and every day. We want you to be fear free.
Focus on the BIG picture as we go throughout so not lose our way …
Here’s our first Tweetorama. The very first person to tweet the correct answer to this question using our official Blawg handle you see there on the screen will win a valuable prize.Here’s a question I’ve been asking on all my webinars, at live presentations and on my Blawg for the past year. If you had to boil all of empt law down to ONE word, what would it be?Let’s see if our message is starting to get thru. Again: [read ?] Tweet your answer for all the world to see using the handle @manpowerblawg.We’ll announce winners of all our contests later on the Blawg.
While we’re waiting for folks to weigh in with the BIG answer, thought I’d continue with my personal favorite question. [Read]
Ask and you will receive. Here’s something decidedly dumb: 2012’s most creative excuses for missing work compiled by our good friends at CareerBuilder. Hopefully you haven’t heard these from any of your employees or tried them yourselves … [read].There you have it, something dumb to start things off.
Well, here’s the answer to our Tweet-o-rama. Dan, can you say it with me: LOVE!If you really think about it, the law is there basically because we don’t do this very well. If we treated each other with love – how we’d like to be treated, with kindness and dignity and respect – we wouldn’t have to have bazillions of laws and regulations to keep track of and lawyers would all be unemployed. It’d be a beautiful thing.So, want fewer regulations? LOVE your employees. Fewer disputes? LOVE your employees. Fewer lawyers? LOVE your employees. More productivity and engagement and downright happy employees who don’t sue you in massive class actions that take all your time and effort and money? LOVE your employees.It’s that simple.
Thought it made sense to start right here, given that the ADA and FMLA were #1 and #2 respectively in your top ten scary laws.
***POLL***
2 lessons here: (1) pregnancy is not a disability bc it’s a short-term condition but (2) lots and lots and loooots of other things ARE including each of the ones on your screen. That doesn’t mean pregnancy discn is legal – it’s just not a disability under the ADA. More on pregnancy in a moment.Never ever assume that something’s not a disability just bc you haven’t heard of something or it seems counter-intuitive. To illustrate that point, one court just refused to dismiss claims brought by a bridge worker who couldn’t work on bridges due to fear of heights and another court refused to dismiss claims by a utility pole worker who couldn’t climb utility poles. Never ever assume.More on Internet Use Disorder in a moment.
ADA generated a ton of ?s. Let’s look at some quick facts first to help set the stage.Only 32% of disabled working-age Americans are employed (less than pre-ADA, sadly) and only 27.6% are actually working, according to BLS. Americans with disabilities are 2X – two times -- as likely to end up in povertyAccg to a recent study, disability diversity = money:“There’s a large body of research showing that diversity spurs innovation and high performance.” One story: (Walgreens) 20% increase in productivity after focused efforts to increase diversity among the disabled population.And last on your screen there, there are at least 27 million reasons to follow the law. In the last year alone the EEOC recovered $27M for ADA claimants. Be careful out there.
Thought it might be helpful to start with a how NOT to do the ADA checklist. Took all the recent ADA cases and boiled em down into a handy 5-step process for losing any ADA case [read]. [Add commentary re 1.2M turkeys]
Chose this one first because it’s the only one that actually screamed. I think that’s pronounced AIYEEEEE! Dan?To make things, took the liberty of highlighting key words in each ? to make sure you get the main gist. We’ll publish afterward in a handy doc organized alphabetically by topic using the highlighted terms as a guide.
EEOC has announced that it’s going after no-fault attendance policies in a big way. Why? If administer it consistently as ? Asked could mean that you’re flat-out failing to accommodate Ees whose absences are because of disabilities. Backed up its words in a humongous nationwide class action vs. Verizon that was settled for $20M.
No bright line. Really have to work with Ees. More about that in a moment.
Maybe (sorry again). Internet Use Disorder (or IUD) has been officially accepted for inclusion in the DSM – the Diagnostic and Statistical Manual of Mental Disorders, the official bible used by doctors, courts and the govt. Official psychiatrist diagnosis manual. According to the American Psychiatric Assn, which compiles the DSM, a person with IUD -- just like a drug addict -- is preoccupied with a substance. Only instead of drugs, it's the Internet. A person with IUD is QUOTE “overly occupied with gaming or checking messages or social media, suffers withdrawal when the Internet goes offline, feels the need to spend more time online to get the same ‘high,’ and neglects their work or family to stay on a computer or smartphone.” Sounds like about 80% of the people I know. Worse yet, studies show that people with IUD have changes in the brainmirroring heroin addicts with effects on brain cells that control attention and processing emotions. If that sounds like you, please please get help.
A couple of recent cases have found that telecommuting MAY be a RA, but it depends on unique facts related to the EE and workplace in question. Q for jury. You don’t want to go to a jury. Interact with your employees and come up with a BALANCE which is a key word when it comes to the ADA. [22:00]
Another great ? …
Split in jurisdictions when it comes to job reassignment as a RA so, as always, check with your fave empt lawyer.
Which brings us to our first Text-o-rama. Let’s go with the THIRD person to text the correct answer to the # you see there on your screen 414.751.0126 that’s 414.751.0126 will when a prize.An employee comes into your office at 4:59 on a Friday and informs you that he suffers from multiple medical conditions, including “work-induced narcolepsy,” “spontaneous combustion syndrome” and “episodic cubicle-confinement hyper-grumpiness.” He demands several accommodations, including: (1) a portable I.V. hooked up to an espresso machine, (2) a fire extinguisher mounted to his head; (3) three-and-a-half weeks off each month and (4) your office. If you have time to make only ONE call, to whom should it be? One call, that’s all, to whom should it be? Operators are standing by.
5 main things to keep in mind here. 1. Don’t rely on subjective perceptions or jump to conclusions. 2. Test on “reasonable suspicion” or after a workplace accident. 3. Avoid bans on prescribed meds without individual assessment. 4. Keep everything related to drug testing confidential just like you would for medical records. And 5. Have positive tests for prescription meds reviewed by medical review officer to help you make the right decision.Just bc someone wears Dave Matthews Band T-shirts and has dreadlocks doesn’t necessarily mean that s/he is on drugs. Lots of cases out there where Ers have had to pay big dollars for not following these simple rules, including one auto parts mfr who paid close to half a million. [26:00]
So, that’s drug testing. So what about drugs @ work generally?1. No ADA protection for those “currently engaging” in use of illegal drugs. 2. Safe harbor for recovering addicts who aren’t currently engaging. What’s currently? No bright line in terms of days. Flexible. Interaction. We’ll tell you all about how to make sure you’re interacting appropriately in a moment. 3. Prescribed meds may be covered unless “direct threat” to safety. More on direct threat in a moment. 4. Generally OK to prohibit being under the influence of any substance other than legally prescribed meds.What about medical marijuana? State-specific. Talk to your fave emp’t lawyer, which is always a good idea when it comes to drugs @ work. But these are some general guidelines to keep in mind.
High standard as you can see at the bottom of the slide there. Has to be “a significant risk of substantial harm to the health and safety of the individual or others that cannot be eliminated by reasonable accommodation.” [Read.]Tough but not impossible. A fed court case earlier this year found in favor of Er on the basis that a worker’s heart condition posed a direct threat where an independent medical examiner concluded that allowing the employee to work near moving machinery could pose a direct threat to safety. [29:00]
Again, what’s the word, Dan? That’s right: LOVE! Treat those with disabilities the way you’d like to be treated.The law requires what we call a graceful interactive DANCE depicted on your screen there. Discuss discuss discuss discuss and then discuss some more. A good faith open dialogue that balances biz needs AND EE needs. Don’t make it a legal gotcha conversation. Actually engage and interact. Both sides can win. And here’s a great way to make that happen, which just happens to be our first Textorama answer …
[Add]
Not alone. Beats pay in importance according to recent surveys.
The Office of Disability Employment Policy has put together a very handy Workplace Flexibility Kit. 172 resources including case studies, FAQs, tip sheets, reports, articles, websites, etc. all designed to enhance workplace flexibility such as time, place and tasks. Great thing to check out.
***POLL***Now it’s time for a poll as we transition from #1 scariest law ADA to #2 FMLA. Real life case. How would you rule? Your employee tells you she’s going on FMLA. You discover, however, that she actually took her mom on a vacation to Vegas. You also find out that the two of them hit the casinos, played the slots, shopped on the Strip and ate at some nice restaurants. Your employee claims that she is her mother’s primary caregiver, that she has terminal cancer and that she was there to look after her and give her medication. She admits, though, that her mom had no medical reason to visit Vegas and wasn’t there to seek medical treatment and was never hospitalized or treated there.You fire her for unauthorized absences. She sues. Who wins? YOU be the judge …
Believe it or not, the EMPLOYEE won. Never ever assume just because something seems ridiculous that it’s not covered by the law. An eligible EE can take FMLA to care for a parent with a serious health condition such as cancer. But is it “caring” to take your mom to Vegas?The court focused on what the word “care” means under the FMLA. The statute itself is silent but the supporting regs say that caring for a family member doesn’t depend on a particular location or on participation in medical treatment itself. The court concluded that unquestionably what the EE did for her mom at home constituted “care” so why not when she’s doing some of the same things in Vegas? Note: At least one fed ct disagrees, saying that the family member must at least seek care in the locale in question. But the lesson again? Never assume. [34:00]
This is a ? we’ve covered before. Here’s our handy-dandy one-page chart. Won’t cover here today. You can print out the chart and frame it in your cube and then search the Blawg using the word “intermittent” and you’ll get everything you could ever need to know and then some. [34:00]
If that’s not enough, here’s another handy resource you might want to check out. The DOL issued a new EE Guide to the FMLA, a “plain language booklet designed to answer common FMLA questions and clarify who can take FMLA leave and what protections the FMLA provides.” Your employees are reading it — so should you. Specific questions/answers include: Who can take leave? When can they take it? How do they take it? What rights do employees have? What obligations do employers have? How does the medical certification process really work? How does the return to work process really work? Etc. It also contains a handy flow chart to determine FMLA eligibility, defines key terms and maps out the leave process. Good stuff to help you do the right thing.
So that’s how TO manage FMLA. A recent case gives a great illustration of how NOT to manage FMLA …Let’s say an employee requests FMLA for a hysterectomy. The employee’s supervisor responds by giving her a copy of a book entitled No More Hysterectomies. The employee then gets a disciplinary warning for behavior that others who didn’t request FMLA were never disciplined for. The company then RIFs the employee and explains that she’s getting RIFd not for objective RIF-like reasons but instead because of her arguably discriminatory disciplinary record. To top things off the employer informs the employee that her RIF was really a QUOTE “blessing in disguise” for her. Please please don’t do anything like that. [37:00]
The #3 scariest law according to YOU is the FLSA. Also the #1 source of humongous class actions so please stay awake during this portion.
Lots of wage and hour weirdness being reported out there. We’re here to un-weird it for you.
Not exactly sure if this qualifies as a “thingy,” but it is on one page. Gaze at the words there on your screen and try to determine for yourself which of these big 10 Ers generally are required to pay under the FLSA.Done? OK here’s the answer …
Everything in white. [Read.]Pretty simple. Again, all the FLSA is doing here is trying to get employers to pay for what they should pay for without the govt or plaintiffs’ attys having to tell you that. Again. Love. Your. Employees. Pay em the way you’d like to be paid.
LOOOOTS of ?s about the NLRB …
Only slightly kidding.
But I’ll try anyway. Here are the latest NLRB No-nos. Big concern is that NLRB’s broad rule-making and case-deciding authority can bypass Congress to put pieces of things like the EFCA in place. Real concern there and it’s already coming to fruition with some fairly union-friendly rulings. No confidentiality in investigations? More on that in a moment. No employment at will? The NLRB says handbooks that state that an EE’s EAW cannot be amended or modified is an ULP.But it’s not all Nos. One thing the NLRB did say yes to was unions putting giant inflatable protestrats on Ers sites. So that’s OK. [40:00]
Avoid overly broad. NLRB model. SM Starter Kit.
Blanket prohibitions saying thou shalt not ever under any circumstances now or forever more talk about this investigation are now on both NLRB and EEOC hit list. NLRB: “concerted activities.” EEOC: “complaint chilling.”If not, you could face NLRB or EEOC scrutiny.
Speaking of the EEOC, there appears to be a whole lot of EEOCophobia spreading out there.
Crim: More on that in a moment. New online charge tool: [Add]BIG subpoenas: Fed ct ruled that EEOC can subpoena QUOTE “virtually any material that MIGHT cast light on the allegations against the Er.”Transgender: EEOC now unequivocally contends that discrimination vs transgender individuals is gender discn under Title VII. 752,000 rsns for EEOC to be nice to Ers: Ct awarded $752K in attorneys’ fees and costs awarded to an employer after the EEOC withdrew a suit it decided not to pursue. Ct said QUOTE: “This is one of those cases where the cplt turned out to be without foundation from the beginning.”
SEP.Systemic.
Very, acc’g to EEOC C’r Chai Feldblum. Pregnancy disc is a big target for the EEOC bc Ers keep doing dumb – and illegal -- things. Major lawsuits against companies that you would think would know better, like Motherhood Maternity and Kids R Us.
Interesting stat: Accg to recent survey, 69% of Ers now use bground checks for every posn.EEOC started to get interested in this area when it confronted a case in which an employee claimed he was unjustly fired when his Er learned of a 40-year-old murder conviction. Here’s what the new guidance says are best practices. [Read]
And that’s a big “BUT.”
Again, guidance, not law. [49:00]
***POLL***
***POLL***If your answer is “other” please tweet or text us what “other” you use. Really curious. To tweet, again it’s @manpowerblawg and the text # is 414.751.0126
Hopefully you’re not like one prominent public figure who shall remain nameless who chastised peeps for using “Spacebook” and “Tweeter.”
98% of HR pros now say SM is impt for recruiting, retaining and managing Ees. (Achievers Social HR Survey)75% Ees access SM while on job; 60% multiple times/day (SilkRoad)< 10% Ees get SM training (SilkRoad)Not wasting time: #1 reason for using SM was to interact with co-ws. Fun #2 and customers #3.0 basically the # of Ers demanding EE passwords, despite all the hubbubFrowny face: Turns out that all this SM use could be depressing us. 1 study found that peeps are getting depressed over the # of FB friends they have. If they have too few, they compare themselves to those with 1000s and feel bad. If they have too many they feel like they can’t keep up. Especially true for the male of the species for some rsn. The magic #? Apparently 354. Another study concluded that there’s a scientific correlation bw how happy you look in your SM profile pics and social success. The bottom line? SMILE.!!!!: Want to find out what your Ees are REALLY thinking and doing? Check out weknowwhatyouredoing.com. It compiles SM updates from Ees into several interesting categories: “Who wants to get fired?” “Who’s hung over?” and “Who’s taking drugs?” and then displays ‘em for all the world to see.Here’s a sampling of some of what Ees are saying out there: I hate my boss with 4 exclamation points. Another: Hungover, still a lot of zombie makeup that won't come off, should probably go back to bed, or find some people to eat.Might want to remind your Ees and yourself to update your privacy settings.
We’ve pulled together all the world’s greatest tips into our official Social Media Starter Kit, which is available for free right now on the Blawg. Here’s what you get: Summary of the law, NLRB-approved model policy, the Blawg’s official model policy, Other Fortune 500 policies,SM 101 articles and much much more. And. All. For. Free.
As we start to approach the end of our time together here, let’s address some EL Great Pumpkins. Here’s a great ? …
Let’s start with the first one. The NLRA doesn’t apply to me, I’m a non-union Er.
Smashed. The NLRA covers the vast majority of private Ers whether you have a union or not. How about the next one?
Anyone can tell you how NOT to get sued. To sum up, here on one page is HOW TO GET SUED BIG NOW.
Immediately following this webinar. Contest on the blawg – that’s marktoth.com. Simple quiz to determine who stayed the most un-dead throughout today’s presentation.
Next webinar. You may have heard that there’s an election coming up. Could result in some verrrrrrrry interesting changes in the emp’t law landscape. We’ll kick off the new year with a handy guide to everything you need to stay out of court and/or jail. You won’t want to miss it.
THANK YOU THANK YOU THANK YOU so much for your time, attention and participation – we really really really appreciate it!And now, back over to Dan.
THANK YOU THANK YOU THANK YOU so much for your time, attention and participation – we really really really appreciate it!And now, back over to Dan.