In my occasional series of blog posts involving I-can’t-believe-they-said-that employee excuses, here’s one that made my jaw drop.
Many of you are familiar with the Wal-Mart greeter – that friendly person at the store entrance who used to welcome shoppers with a hello and perhaps an offer of assistance. (And I say “used to” because apparently the position has been replaced by a “customer host” position that provides more customer service and theft prevention functions throughout the store). This position, which was created by founder Sam Walton, was a large part of the company culture. It seems obvious that the essential function of a greeter is, well, to greet customers. Which would necessarily require the greeter to actually be present in order to do so, right?
We have officially entered the age in which we don’t just live in social bubbles. We now are encasing ourselves in actual bubbles with special air to breathe and real time ongoing attention to our personal body temperature.
OK, I’m a bit of a nerd about the Family and Medical Leave Act (FMLA) and its regulations. And I would expect the Department of Labor to be the same. After all, they wrote the regulations! But I feel like they might have missed the boat a bit with their recent revisions to the Final Rule implementing the 
Oh, the drama! A couple of recent cases warn employers that drama that happens in the workplace may give rise to liability for workplace harassment.
In Maryland, if your employment application includes criminal history questions, then you are not paying attention to Shawe Rosenthal’s electronic communications. As we advised in an 
The Equal Employment Opportunity Commission updated its 
Oh, the irony! The National Labor Relations Board – the federal agency charged with enforcing the National Labor Relations Act, which is the law that governs the relationship between unions and management, and includes the obligation to bargain in good faith – is being accused of failing to bargain in good faith! By its own union!