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What I've Been Reading This Week


Had a tough time narrowing down the articles I wanted to post this week.  One of my favorites dealt with how employers can avoid retaliation claims.  Some of the suggestions are common sense but often times those are the ones that employers do not even consider or simply forget about.

As always, below are a few articles that caught my eye this week.


Urban Outfitters Looking for Volunteer Workers

This note from The Hollywood Reporter has an interesting note on Urban Outfitters' request for weekend volunteers to staff one of its fulfillment centers in Pennsylvania.  As Urban Outfitters clarified in its press release (after the employee-only e-mail got leaked), the company was only allowing salaried employees to volunteer.  Apparently, no hourly employees would be allowed to volunteer "in order to ensure full compliance with all applicable labor laws and regulations."  Smart call.  And what do these salaried workers receive for volunteering?  Lunch and transportation to the fulfillment center.  Who said there's no such thing as a free lunch, huh??


Hiring Based On Appearance: Good or Bad Idea?

Robin Paggi has a very good article on whether an employer can (or should) make a hiring decision based upon how an applicant looks.  As Robin advises, it is important to review the relevant caselaw and statutes in a particular state first.  With that being said, she provides employers with a solid framework in which to consider when making this type of hiring decision.


Transit Benefits Coming to D.C. in January 2016

The Wage and Hour Defense Blog has an interesting note on a recent change in Washington, D.C., effective January 1, 2016.  By that date, covered D.C. employers (those that employ 20 or more employees) must offer their employees one of three qualified transportation benefits.  In essence, these employers will have to offer their employees a transportation benefit or risk a fine ranging from $50 to $2,000.00.  As the article points out, D.C. employers need to act quickly as this new law becomes effective at the start of next year.


Six Ways Employers Can Avoid Retaliation Claims

I always make an effort to read some of the blog posts over at the California Employment Law blog.  This is another good article for employers to review as Jeffrey Polsky offers six suggestions on how employers can avoid retaliation claims.  One of the better suggestions (and one that is often overlooked) is for employers to document everything.  Having a paper trail of documentation can come in handy, especially if the complained of conduct did not occur recently or employees who have knowledge of the situation have either left the company or simply do not remember.

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