"Small and independent craft brewers know all too well the impacts of the pandemic on the hospitality industry. With 30% of all draught beer sold produced by craft brewers, restaurants, bars, and retail partners are integral parts of the brewing community, and healthy on-premise business and draught service are crucial to the overall health of small and independent craft brewers."
There is no doubt it's been a rough four years for the craft beer industry, and hospitality as a whole. Anything that can help provide some relief for these businesses is an idea worth supporting. So I say cheers to the CHEERS Act. 🍻
🤮 touching multiple female employees without their consent;
🤮 rubbing himself against female employees;
🤮 repeatedly demanding that female employees have sex with him; and
🤮 threatening to have them fired if they complained.
"You can't force me to sit through DEI training! I'm White. It creates a racially hostile work environment."
"Race-based training programs can create hostile workplaces when official policy is combined with ongoing stereotyping and explicit or implicit expectations of discriminatory treatment. The rhetoric of these programs sets the stage for actionable misconduct by organizations that employ them."
"When employers talk about race—any race—with a constant drumbeat of essentialist, deterministic, and negative language, they risk liability under federal law."
Tier 1: Are you worried about protecting confidential information? In that case, maybe a non-disclosure agreement is all you need.
Tier 2: Are you worried about an employee poaching your customers, employees, or vendors? Then a non-solicit is in order (plus the non-disclosure).
Tier 3: Is what an employee provides so unique in nature that you genuinely will be irreparably harmed by the employee jumping to a competitor? Then, and only then, is a broad non-competition agreement called for (plus the non-disclosure and non-solicit).
"There was ample circumstantial evidence that Jones intentionally destroyed a significant number of text messages and collaborated with others to do so…. The court's conclusion 'that [Jones] affirmatively selected certain text messages for deletion while otherwise preserving text messages sent around the same time' is supported by the record."
💸 $13.9 billion to the Department of Labor, to help enforcement efforts to curb child labor violations, to strengthen OSHA's capacity and increase its penalties, and to establish a national paid family and medical leave program administered through the Social Security Administration.
💸 $488 million to the Equal Employment Opportunity Commission to support the implementation and enforcement of the Pregnant Workers Fairness Act and the to advance pay equity through the collection and analysis of employer pay data.
💸 $320 million to the National Labor Relations Board to strengthen its capacity and to increase penalties.
💰 Companies with diverse workforces earn 36% higher profits.
💰 Inclusive teams are 35% more productive and 2.5 times more profitable than non-inclusive teams.
💰 76% of all employees (and 83% of Gen Z workers) value diversity as a top factor when deciding where to work.
💰 33% of people would refuse to work at a company that doesn't embrace DEI.
Here's what I read this week that you should read, too.
Starbucks Stops Opposing Its Baristas' Union — via The American Prospect"[O]nly women undergo surgical implantation procedures; therefore, only women and not men stand in potential danger of being fired for missing work for these procedures. An employer who fires his female employee for missing work for IVF treatment discriminates not on the basis of reproductive capacity or infertility alone, but on the basis of medical conditions related to pregnancy. Thus, women who are fired for undergoing IVF are protected from such discriminatory, sex-based action by the terms of the PDA."
And here's what another federal court wrote on the same issue all the way back in 2008:
"Employees terminated for taking time off to undergo IVF—just like those terminated for taking time off to give birth or receive other pregnancy-related care—will always be women. This is necessarily so; IVF is one of several assisted reproductive technologies that involves a surgical impregnation procedure…. Thus, contrary to the district court's conclusion, Hall was terminated not for the gender-neutral condition of infertility, but rather for the gender-specific quality of childbearing capacity."
One, two, three, four
There's a plague on the planet
And they went to law school
A bunch of hornswogglers
Treat us like fools
Know who I'm talkin' about
Let me hear you shout
Destroy all lawyersDestroy all lawyersBunch of evil weasel poseursDestroy all lawyers
Watch them push them papersAnd bend them lawsWill the chump with the most moneyBuy them all?Grab them by their tailsSpit in their eyesWell they charge you by the minuteWhile we get paid by the hourWhat I want to knowIs how they steal all this power?[Chorus]They got, they got their own barWhere they drink pints of greedLet's spay and neuter 'emSo that they can't breedSo let usIs at the bottom of the seaWell they're not even evilYeah, they're worse than the devilGonna blow up the planetCharge God double
[Chorus]
R.I.P. Mojo Nixon.
"The reality is that the issues we're facing are structural, but not related to the structure of our staffing, or our benefits, or anything that unionization would have gotten in the way of."
"For months, we have been understaffed, despite many veteran employees not being scheduled to work. Our time has been disrespected and our concerns have gone unheard…. Communication is absent…. We are not being set up to succeed. Unionizing would provide a seat at the table for staff, ensuring that our voices are being heard in decisions that affect our livelihoods."
"Disrespect"
"Absent communication"
"No seat at the table"
"Voices not being heard"
It's often said that 90% of life is showing up. But the right number no doubt varies from job to job. It may be reasonable to work part of the day at home for some jobs—but not for others. The correct answer turns on the nature of the job and the facts of the case.
The period of providing telework because of the COVID-19 pandemic could serve as a trial period that showed whether or not this employee with a disability could satisfactorily perform all essential functions while working remotely.
(From The Chronicle-Telegram's Rock-Off preview) |