"Get Rid of Performance Reviews!" proclaims a UCLA professor in this morning’s edition of the Wall Street Journal:
To my way of thinking, a one-side-accountable, boss-administered review is little more than a dysfunctional pretense. It’s a negative to corporate performance, an obstacle to straight-talk relationships, and a prime cause of low morale at work. Even the
Nearly six months ago, a landmark ruling by the Connecticut Supreme Court held that Connecticut’s anti-discrimination laws required employers to provide a reasonable accommodation to disabled workers, much like the federal counterpart, the ADA.
As I noted in an earlier post about the case, Curry v. Allen S. Goodman, Inc., the Court suggested that the employer had a
The EEOC today released a "comprehensive question-and-answer guide" (but not regulations) addressing how the Americans with Disabilities Act (ADA) should be applied to a wide variety of performance and conduct issues. You can download the FAQs at their website here.
In a press release accompanying the document, the EEOC noted that it released the guide in response
Connecticut’s wage payment statutes, with the definition of wages found at Conn. Gen. Stat. 31-71a(3), certainly have left courts room to interpret the statute. After all, the definition of wages is merely:
compensation for labor or services rendered by an employee, whether the amount is determined on a time, task, piece, commission or other
New week. Same trial.
But with the new week comes some more new guest bloggers. Each continues to talk about various employment law and human resources issues.
Today’s guest blogger is no exception. Indeed, since coming onto the blog scene some months ago, John Phillips has been churning out post after post on topics as varied