Despite authoring this blog, I must confess that I always thought it would be neat if I could author a book.

I’m pleased to announce that I can check one thing off my bucket list, at least in part.

I can now announce the publication (finally) of ” Think Before You Click: Strategies for Managing Social Media in the Workplace” (in rough form, it was previously called “HR and Social Media: Practical and Legal Guidance”).

Fortunately for me with a busy practice, I merely had to contribute a chapter; the credit for the whole book is rightly placed with Jon Hyman — author of the Ohio Employer’s Law Blog — who edited the book and coordinated its publication.


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The United States Supreme Court today, in an 8-0 decision (Justice Kagan recused herself), ruled that Title VII retaliation provisions include protection to those people who have suffered an adverse employment action and are in the same "zone of interest" as another employee who filed a charge.  

What does that mean? Good question.

Earlier this year, proponents of a bill to make transgender (or gender identity and expression) a protected category  failed in their efforts to get that category covered under the state’s anti-discrimination laws. 

A new United States District Court case this week may provide proponents with an example of a case that, in their view, may have come

After an employee complains about discrimination, if an employer terminates the employee a year later, can that fact — in and of itself — be a sufficient grounds for a retaliation? A District Court decision released yesterday said no.

In Thornewell v. Domus Foundation, Inc.,U.S. District Court Judge Alvin Thompson dismissed outright a retaliation