Netflix Faces a Pregnancy Discrimination Case

by Evil HR Lady on April 7, 2019

Tania Zarak worked developing original content for Netflix from mid-2018 until her boss, Francisco Ramos terminated her on December 14, 2018. Zarak claims the termination was due to her pregnancy–which is illegal.

Netflix, according to a statement given to Vox, said that they looked into the termination and it was not due to illegal causes and re-emphasized Netflix’s commitment to their employees’ and their families.

According to the lawsuit, Zarak claims that after she disclosed her pregnancy to her boss (including that she was fatigued and suffered from morning sickness), her boss, Ramos, reduced her role, removed her from communications, excluded her from meetings, and mocked her appearance. When Zarak complained to Human Resources, they told her to go back to Ramos to discuss the situation. However, Human Resources also told Ramos that Zarak had complained.

To keep reading, click here: Netflix Faces a Pregnancy Discrimination Case

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Employee Time Tracking 101 for Managers

by Evil HR Lady on April 3, 2019

Late last year, I did a webinar for BeeBole on Time Tracking. They just got a copy up on the internet and it’s free! So, go ahead and watch.

What you’ll learn from this 60-minute webinar:

  • Why your company should be tracking employee time
  • How to set effective and realistic time tracking goals
  • Tips for smooth implementation and compliance
  • How to motivate and show your team the value of time tracking
  • Different time tracking techniques and alternatives
  • Best practices for collecting, organizing, and utilizing your data

Click here to watch: Employee Time Tracking 101 for Managers

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Equal Pay Day is a Farce (and Demoralizing).

by Evil HR Lady on April 2, 2019

Today is Equal Pay Day and while it’s supposed to be a day where we focus on reducing pay inequalities, it also doesn’t represent reality. “This date symbolizes how far into the year women must work to earn what men earned in the previous year,” according to the National Committee on Pay Equity

The problem is they are operating on assumptions that are completely and totally false. And when you put false numbers into your equation your answer will always be false. But, if you ask people will spout off the top of their heads that women are underpaid and everyone knows that–even the experts!

 “On average, women make 80 cents for every dollar made by men,” says The Today show. UltraViolet, an advocacy group, says the average woman loses $10,086 due to pay inequity

To keep reading, click here: Equal Pay Day is a Farce (and Demoralizing).

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Becky Ditchfield is an on-air meteorologist who also happens to be pregnant with her third child. As a result, she has a baby bump and some viewers attacked her for being a “freak with (my) belly sticking out 2 miles…”

Now, let’s set aside that being pregnant does not make anyone a freak, and take a look at how Ditchfield handled the situation. 

Math and science for the win

Ditchfield turned to science to demonstrate how ridiculous this person was, and it also demonstrated that she wasn’t going to slink away in embarrassment for having the audacity to reproduce. She explained in a Facebook post:

To keep reading, click here: Viewers Attacked a TV Meteorologist For Her Baby Bump, She Responded with Science

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“You will not be eligible for unemployment because you are quitting,” said John’s boss and HR manager.

That makes sense, right? But there was a lot more to the story. John’s company wanted to transfer him across the country–from Indiana to Arizona. He turned down the transfer, and so they said he had to resign and wouldn’t be eligible for unemployment or severance–because they had offered him a perfectly good job.

Fortunately, John thought that was a bit suspicious and he sent me an email.

While it’s generally true that if you quit your job, you’re not eligible for unemployment, it’s not always true. While each state has their own regulations around unemployment eligibility, as a general rule, if the business is moving and it would be a hardship for you to work at the new location, you’ll be eligible for unemployment. Moving across the country would be considered a hardship. Moving down the block would not.

Armed with this information, John went back, and here’s what happened. He writes:

To keep reading, click here: Don’t Believe Your Boss and HR When They Tell You This

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The 5 Employment Laws Every Manager Should know

by Evil HR Lady on March 28, 2019

Employment law is complicated and can have big repercussions for your company if employees fail to adhere to it—either out of ignorance or neglect. A talent contractor for Comcast was just forced to pay $7.5 million to settle a lawsuit over unpaid overtime—a violation of employment law. While you can’t expect everyone at your company to be experts in the law (that’s why you should have an attorney on retainer), your managers should be trained on the basics. Otherwise, you make your company susceptible to lawsuits.

While there are a lot of tutorials and tools you can use to keep employees up to date on their compliance training, there are some employment laws that every manager should have memorized due to frequent misconceptions about what they cover and serious penalties for violating them.

Here are the five crucial laws every manager must know.

To keep reading, click here: The 5 Employment Laws Every Manager Should know

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The Benefits of Employee Assistance Programs

by Evil HR Lady on March 27, 2019

Every employer knows that employees want health insurance and a retirement plan, but employee assistance programs are also very important, even if you’ve never heard of them. What are employee assistance programs (EAPs)?

Basically, an employee assistance program helps employees solve non-work problems. They can provide assistance with finances, legal issues, and even marriage problems. Depending on the EAP, employees can receive referrals to counselors or discounted services or even a limited number of free appointments with a counselor, attorney or another person who can help the employee through a difficult situation. EAPs should be confidential and only provide general information to the company—not details on who called for what. If the EAP cannot provide that level of confidentiality, find a new provider.

To keep reading, click here: The Benefits of Employee Assistance Programs

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You Can Support Women and Ban Babies from the Office

by Evil HR Lady on March 26, 2019

Babies are so adorable. I’ve had two and would have had more if circumstances were different. Some companies allow new moms to bring their babies into the office for a while. If that’s what you want for your company, that’s great! But you don’t need to feel guilty for one minute about saying no to a request to bring a newborn into the office.

In Slate’s Dear Prudence column, author Daniel Mallory Ortberg answered a question from a female small business owner who faced pressure to allow an employee to bring her new baby to work. The business owner states, “I know I’m supposed to be supporting women in the workplace and the have-it-all thing, but an employee wants to bring her newborn to work.”

Ortberg gets it right when he says you don’t have to support this request. 

To keep reading, click here: You Can Support Women and Ban Babies from the Office

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When companies settle harassment, discrimination, or retaliation cases, it’s pretty standard that all parties sign non-disclosure agreements. For example, a Florida man had to give back an $80,000 settlement for discrimination after his daughter blabbed

But, New Jersey has decided enough is enough, and from now on, if the victim wants to keep everything quiet, they can, but if they want to speak up, there’s nothing to stop them. Incidentally, once the plaintiff speaks up the defendant (the company) can also speak up.

Employment attorney, Eric Meyer, explains the changes as follows:

To keep reading, click here: New Jersey Makes It Illegal To Require Victims in Discrimination or Harassment Cases to Remain Silent

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Do your coworkers lack a sense of humor? Are they not excited about happy hour on Thursdays? Well, a 19-year-old Enterprise Rent-A-Car worker in Missouri admits to giving his coworkers LSD laced drinks to his coworkers because “they were too uptight, and needed to have better energy.”

“…allegedly told investigators he did it because “they were too uptight, and needed to have better energy,” https://t.co/Ae4IoI4U93— Alyssa Hernandez | High on HR (@highonhr) March 23, 2019

I assure you that Ms. Hernandez is not high on LSD or any other drug–simply HR. But, I wondered why people think this is an okay thing. 

To keep reading, click here: Uptight Coworkers? Spiking Their Drinks with LSD is Not the Way to Solve this Problem.

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