Over the last week or two, I kept flagging various employment law posts that I wanted to followup or comment on, only to have two or three more pop up. Each of them probably merited a discussion, but, to use an overused cliche — there simply isn’t enough time in the day. 

So, I’m perhaps taking the easy way out in creating a whole post about posts.  But I will try to categorize them for a little easier reading.  I suggest taking a gander at these when you have an opportunity. 

Blogs Referencing This One

First up, there have been several blogs that have commented on some posts that I have done recently that you might find interesting. They are:

Posts About HR-Related Issues

  • Workplace Prof blog follows up on a New York Times story to discuss the employer backlash to certain immigration rules;
  • Pennsylvania Labor & Employment Law Blog had a post about Corporate Social Responsibility and how it is a "way of life" for certain companies;
  • Although not a blog, per se, Ford & Harrison had an interesting post that held that an employer who merely posts their summary plan descriptions on the company’s intranet may not be sufficient to meet ERISA requirements — at least in the Ninth Circuit (which includes many Western states, but not Connecticut);
  • HR Capitalist reports on a recent decision by Google to raise the cost of employer-sponsored daycare — a move that has left many employees unhappy.  It’s an interesting case-study on managing employee expectations;

Employment Laws & Litigation

  • It is sometimes too easy to brush off a runaway jury verdict, like the $46M one in Ohio last week, reported on by Ohio Employer’s Law Blog and the Manpower Employment blawg.  But as the Ohio blog reminds: "Litigation is dangerous. Juries are unpredictable. Some cases cannot be resolved and need to be tried, but sometimes it’s better to live to fight another day."
  • Employee Screen IQ blog reports on some new FACT Act regulations that may affect some employers who conduct background checks;
  • The Workplace Horizons blog reports on a recent NLRB case that finds that a provision prohibiting a temporary worker from discussing his compensation violates federal labor laws.  The decision should reinforce the fact that restrictive covenants for employees should be appropriately tailored.

As you can see, quite a list to add to your summer reading materials.