This month’s ELBC theme is Back to School. Are we, as human resources practitioners, up to speed with employment law? Are our employment laws still working and still relevant as the workplace and workforce demographics change? This month’s blog carnival looks at what is and what could be.
Medical and Legal Marijuana and Work
With more and more states starting medical marijuana programs and decriminalizing its use, how human resources approaches its use will have to change too. Michael G. McClory explores the issue in Workplace Drug Policies in the Age of Pot and Can I Fire a Medical Marijuana Cardholder.
Back to School
When’s the last time you reviewed your state’s employment law? And when did you last audit your in-house practices? Time for a review! Mike Haberman, in Not Completing Forms Cost One Company 600,000, reminds us of the importance of process and compliance — not doing things the right way can cost you. California employment law getting you down? Ari Rosenstein can help you out Federal and California Employment Laws: A Review.
Doing HR Better
Meanwhile, the EEOC turned just turned 50. Michael G. McClory suggests it’s time for it to rethink some of its processes, in EEOC at 50 A Suggestion for Renewal. And Donna Ballman, in Senator Franken Bill to Ban Non-Competes, argues that easing up on low wage workers would be a step forward for us all.
Heather Bussing invites us to consider Discrimination v Reality — when is employment discrimination truly harmful, and when is it just what’s necessary? Perfection just isn’t going to happen, but how do you reconcile that with wanting a workplace that’s fair and welcoming to all? She says,
“So when reality comes up against what is legal, make sure you are being fair overall, that you absolutely have to make the choice you made based on the legitimate interests involved, and that discrimination is not your standard operating procedure. Creating an inclusive, diverse, and successful work place is not about getting every decision perfect. It’s about fairness, openness, and care.”
Robin Shea explores the issue from another angle: can your employer retaliate against you for trying to end workplace discrimination? Probably not, she says, in Is Protected Activity Part of Your Job? You May Still Be Protected.
THANK YOU FOR SUPPORTING THE EMPLOYMENT LAW BLOG CARNIVAL!
Thank you for taking the time to read this month’s excellent contributions!
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