Summer is winding down, and it was a quiet week in employment law. The relative calm gives us a chance to look ahead, and human resources and tech gurus Steve Boese and Josh Bersin have both provided predictions about the integration of technology into human resources. Their predictions – which include better integration of HR tech into corporate systems, improved on-demand training, and new ways to measure performance management – provide good indicators of what to watch for in the next wave of HR tech. It was also a good week to review best practices, and the HR Daily Advisor provided a handy guide on how to handle a termination meeting.
In other developments:
Inside Counsel provided a look at the key milestones in workplace discrimination history.
Eric B. Meyer reminded employers to provide a list of essential functions to medical providers when seeking fitness for duty releases under both the ADA and FMLA.
Jon Hyman examined what employers are allowed to know about prescription drugs under the ADA.
The ABA Journal reminisced about a “garden-variety employment discrimination case” involving email and other technology that went on to change litigation forever.
Human Resource Executive Online asked, “When wearable tech comes to work, should it be banned?”
Wage and Hour
The New York Times’ Steven Greenhouse wrote a trilogy of Labor Day columns on temporary workers, failure to pay overtime, and the civil disobedience plans of fast food workers.
Posted by: Kate Bischoff