an update for the week of march 20, 2006
today's workplace: the employee rights blog
Good Advice for Employers: "Legalities aside, workplace shouldn't put up with hostility.": A recent employment advice column in the Boston Globe dealt with the question of what to do about an abusive manager who "has a rather difficult personality and is prone to yelling and publically criticizing his staff." The heading to this column read, "Legalities aside, workplace shouldn't put up with hostility." In this column is an important lesson for employers, in that it may not always matter what the law is in a particular situation, if the environment for workers is one that affects morale. But is the letter of the law all that's important?
Slack Your Way to the Top?: As we're smack dab in the midst of the Season of Slack, otherwise known as March Madness or the NCAA Tournament, a new article conveniently appears saying slack may not be so bad after all. In fact, as one author puts it, "the notion that busyness is the essence of business can only do us long-term harm." It's a good article to share with all the bosses hoping to get some work done while everyone is obsessed with bracket-busters, their performance in the office pool, and whether their alma mater or favorite team will make it to the Final Four.
this week in the courts
Beck-Wilson v. Principi  (Sixth Circuit; No. 04-4010)
Decision Date: March 17, 2006
Summary judgment for defendant in a suit by female nurse practitioners against an employer-agency under the Equal Pay Act and Title VII alleging wage discrimination is reversed where plaintiffs raised a genuine issue of material fact regarding the reason for a pay differential between female nurse practitioners and male physician assistants.
O'Connor v. City of Newark  (Third Circuit; No. 05-2237)
Decision Date: March 13, 2006
In the context of federal employment law, the principles of National Railroad Passenger Corp. v. Morgan, 536 U.S. 101 (2002), involving the distinction between "continuing violations" and "discrete acts" for statutes of limitation purposes, apply with equal force to 42 U.S.C. section 1983 cases not brought under Title VII.
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