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Articles Tagged with ''Jon Hyman''

Protected Activity Doesn’t Protect Against Poor Performance

September 9, 2014
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Protected activity does not per se protect a poor performer from termination, provided that you can demonstrate a history of treating similarly situated poor performers similarly.
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Pull Over the Potty Police

September 3, 2014
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Unless employees seem to be abusing bathroom rights, or breaks interfere with performance or production, let them be.
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The ADA and Employer Inquiries About Prescription Drugs

August 28, 2014
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Surprisingly, the ADA is silent on these issues. But the 6th Circuit federal court attempted to give us some answers.
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Jon Hyman Discusses Ban the Box on Cleveland NPR Affiliate

August 27, 2014
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Hear what Jon Hyman had to say on WCPN about the Ban the Box movement.
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The Difference Between Alcoholism and Drunk Under the ADA

August 25, 2014
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The ADA is never going to cover any employee who uses substances at work, let alone one who’s in an altered state a result.
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Cop Loses Big ADA Verdict on a Finding of No Disability

August 21, 2014
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Since Congress expanded the definition of 'disability' in 2009, conventional wisdom has said that most medical conditions will qualify for protection under the ADA. This case sets the bounds of the exception.
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When the Cat’s Paw Strikes Retaliation

August 20, 2014
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Retaliation claims remain harder for employees to prove, and easier for employers to win on summary judgment.
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Even the Lone Wolf can Establish Protected Concerted Activity With Today’s NLRB

August 19, 2014
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This case creates a dangerous precedent. It enables an employee to create an unfair labor practice out of thin air merely by airing an issue with co-workers, regardless of whether those co-workers share in that concern.
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When Retaliation Stands the Test of Time

August 15, 2014
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An employer cannot hold a grudge against an employee who engaged in protected activity, with the hope that the passage of time will permit later retaliation.
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Do Not Force Employees to Work During FMLA Leave

August 13, 2014
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FMLA leave is federally guaranteed for a reason. Don’t mess with that reason by requiring work (albeit paid and at home) in lieu of bona fide leave of absence.
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