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Even more Laughs! And This One Is Actually Funny!
First, however, I must acknowledge recruiting.com, where I found this joke. Second, I must tell you that I modified it slightly, for a variety of reasons. I hope you like it; I think it's really funny. No, it is NOT an attorney joke...don't worry, George, I'll get to those one of these days..........Here it goes....Once upon a time, in a nice little forest, there lived an orphaned bunny and an orphaned snake.By a surprising coincidence, both were blind from birth. One day, the bunny was hopping through the forest, and the snake was slithering through the forest, when the bunny tripped over the snake and fell down.This, of course, knocked the snake about quite a bit. "Oh, my," Said the bunny, "I'm terribly sorry. I didn't mean to hurt you. I've been blind since birth,so, I can't see where I'm going. In fact, since I'm also an orphan, I don'teven know what I am."It's quite ok," replied the snake. "Actually, my story is as yours. I am blind from birth and an orphan. I tell you what, may
employmentblawg.blogspot.com Tuesday, March 04, 2008
employmentblawg.blogspot.com Tuesday, March 04, 2008
Monster.com is on Board the Katrina Jobs Train
In an earlier post, I suggested that Monster.com consider free job listings for employers desiring to hire Katrina evacuees, indicating I was e-mailing Monster to suggest this.Today I received the following response:Good afternoon,On behalf of Monster, I wish to express my sincerest thanks for your inquiry regarding Monster's planned efforts for hurricane relief.We at Monster are deeply saddened by these tragic events and welcome your ideas to help ease the suffering for the people affected. We understand the challenge for these survivors is only the beginning; they now need to rebuild their lives by finding new homes and new jobs.Monster's core promise is to advance people's lives, and we have efforts underway to support those survivors and communities hardest hit. We are working on a nationwide initiative to help people who lost their jobs as a result of this tragedy. You can view the current website by visiting http://hurricanerelief.monster... hope is that our effort will fulf
employmentblawg.blogspot.com Tuesday, March 04, 2008
employmentblawg.blogspot.com Tuesday, March 04, 2008
Need a Little Laugh? I Do....So Read ''Who's Kidding?''
Reaching the end of a job interview, the Human Resources Person asked a young Engineer fresh out of college, "And what starting salary were you looking for?" The Engineer said, "In the neighborhood of $125,000 a year, depending on the benefits package." The interviewer said, "Well, what would you say to a package of 5 weeks vacation, 14 paid holidays, full medical and dental, a company matching retirement fund for 50% of your salary, and a company car leased every 2 years-say, a red Corvette?" The Engineer sat up straight and said, "Wow! Are you kidding?" And the interviewer replied, "Yeah, but you started it" I found this joke here.
employmentblawg.blogspot.com Tuesday, March 04, 2008
employmentblawg.blogspot.com Tuesday, March 04, 2008
HR/Employment Blogosphere Update for September 13, 2005
This Blawg is speeding down the road to our exciting makeover. (Yes, I once drove a classic Mustang -- a Rangoon Red '65 fastback with red interior and 289 4-barrel, and hope to one day drive it again. That's why I like this photo.)Meanwhile, I'm feeling like I abandoned my regular update readers by skipping two Mondays.So here, better late than never, is a quick update from around the blogosphere (no table of contents or headings today, just running through blogs in alphabetical order, as far as I get before bedtime):Donald at All Deliberate Speed reports on an Eighth Circuit case restating one reason it's tough to prove discrimination: the proper inquiry is not whether the employer was factually correct in its assessment of the plaintiff's misconduct or poor job performance, but whether it honestly believed the facts were as stated.Janell at BenefitsBlog has a sobering look at the conditions of the courts and lawyers in Louisiana in the wake of Katrina. Surely there are more unfortun
employmentblawg.blogspot.com Tuesday, March 04, 2008
employmentblawg.blogspot.com Tuesday, March 04, 2008
Getting Ready to Interview? Check www.interviewat.com
Wouldn't you love to have a preview of what kinds of interview questions and selection processes a company you are about to interview at has?Now, you can find out that kind of information, and so far, it is free!Just go to www.interviewat.com and find information about what to expect at the interview. My quick look through this website indicated that the focus is on technical interviews, but there may be lots of other information as well.One applicant even listed specific questions on a written test that he took. I wonder whether any legal liability could arise from the kind of information that is listed there, as I have heard of companies that required applicants to sign an agreement that they would not reveal the contents of the tests they took to anyone.Need a good lawyer? You may wish to contact George!
employmentblawg.blogspot.com Tuesday, March 04, 2008
employmentblawg.blogspot.com Tuesday, March 04, 2008
Blog This Story: Queen of the Sky Sues Delta For Firing
Remember the Queen of the Sky? George had several postings dealing with her blog (here and here). She was a flight attendant who was ultimately fired by Delta for blogging. You may recall that on her blog, she included some pictures of herself that some might have called "racy." You can visit her website, queenofsky.journalspace.com, here.What she is doing now issuing Delta, of course, for Title VII violations (sex discrimination) and for a violation of the Railway Labor Act.I searched for a copy of the lawsuit she filed, but was not successful in locating it.
employmentblawg.blogspot.com Tuesday, March 04, 2008
employmentblawg.blogspot.com Tuesday, March 04, 2008
Flattery Will Get You Everywhere....Including the Courtroom
For Mae West fans, you may know that the quote "Flattery will get you everywhere" is attributed to her!Now you can read about how flattery can even get a company into court. In this case, a manager was making complimentary statements about how young an older employee looked. You probably know what happened next: a termation. In this case, the company argued thatthe employee was fired for job-related reasons. Turns out that the employee's performance exceeded other employees. On appeal, the court upheld the decision.Implication is that even complimentary statements about an employee's protected class (e.g., age) can hurt the company. Next time your department holds an "over 50" party, be very careful about what you say!Read the entire story on flattery and age discrimination here at AHI Publications
employmentblawg.blogspot.com Tuesday, March 04, 2008
employmentblawg.blogspot.com Tuesday, March 04, 2008
Good news, bad news about this blog (mostly good)
The good news is that we are welcoming aboard a third contributor, Catherine Collingwood.Catherine was one of our first readers, back when we were lucky to see 200 pageviews a week (now we're 300+ a DAY). She is a longtime blogger, operating CathColl.net, which she describes as "a general-purpose personal web site." It is not, however, a personal-life blog (except for the occasional cat story or pic), but contains well-written, plain-English thoughts and comments on a wide range of news items and issues, including HR and employee benefits.Catherine is a benefits specialist for a professional employer organization (PEO) in Raleigh, North Carolina. She also spent nine years in human resources with various agencies of the State of North Carolina, beginning as a personnel assistant and ending as a compensation and benefits specialist.We hope she will provide some useful additional content on PEOs and HR outsourcing, non-technical benefits issues, and general HR topics, all from her HR insi
employmentblawg.blogspot.com Tuesday, March 04, 2008
employmentblawg.blogspot.com Tuesday, March 04, 2008
Comments can quickly be buried on a busy blog like this one, so sometimes I like to highlight them.Today, I received a comment supplementing my Labor Day book review of "Labor Law Stories," apparently from one of the authors, Dennis Nolan.I had never done a book review before (at least not since "book reports" in school decades ago!) It is quite a formidable task. I had been reading into this book periodically since mid-summer, and there was so much I could have said it was difficult to boil it down to an appropriate length. I also did not want to dwell on a particular chapter in detail at the expense of the others.This comment begins:To follow up on your point about understanding how court decisions "are the culmination of numerous lawyering and judging choices," many of the chapters in Labor Law Stories demonstrate the contingent nature of what we now view as established and almost inevitable law.The comment continues with an excellent illustration from the author's chapter, really h
employmentblawg.blogspot.com Tuesday, March 04, 2008
employmentblawg.blogspot.com Tuesday, March 04, 2008
A few lessons from a race discrimination case involving termination of an attorney
Today Law.com linked to an article about the 11th Circuit's prompt disposition -- in the employer's favor -- of a case involving termination of a black female in-house attorney .According to this article, the Court of Appeals affirmed the grant of summary judgment "on the basis of the thorough and well-reasoned discussion of the issues" by the District Court.I did not look for the District Court opinion, but only read the article. Nonetheless, a few observations came to mind.First, the Corporation's General Counsel hired the plaintiff "in 1998 as he spearheaded a campaign to make corporate legal departments more racially diverse." The same man fired her in 2000.Lesson: Many courts have found persuasive the argument that when the person who fired a discrimination plaintiff is the same person who hired him or her, there can be no discrimination because had that person been prejudiced racially (or on other protected grounds) they would not have hired the plaintiff.Second, the stated reas
employmentblawg.blogspot.com Tuesday, March 04, 2008
Archived "business - Work - Employment" opinions:
employmentblawg.blogspot.com Tuesday, March 04, 2008
Available opinions archives.
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