|Oct. 15, 2018 | www.fisherphillips.com|
“Every day is a fashion show, and the world is your runway.” – Unknown
This modern-day old adage gives one permission to own their own personal style with the utmost confidence—but how does this fit into your work culture? In years past, getting dressed for work was simple. But as time progressed, employers have implemented dress-code policies that make the concept of workwear less straightforward. From business professional to business casual to smart or casual attire—the confusion is understandable.
We’ve all heard of pregnancy leave, sick leave, bereavement leave, and adoption leave. But what about leave for the care of our four-legged friends? Cheekily referred to as “pawternity” leave, this refers to paid time off that some employers provide employees to transition to pet-owning responsibilities, to care for a sick pet, to grieve over a deceased animal, or even to participate in a pet adoption.
It has been two years since the U.S. Equal Employment Opportunity Commission (EEOC) published its enforcement guidance on retaliation and related issues in late August 2016. Since that time, the country elected a new president who has installed an administration that is focused on starkly different priorities than those of the prior administration. Not only that, but the past 18 months have also seen intense interest and awareness of sexual harassment with the rise of the #MeToo movement and nightly news accounts of sexual misconduct in the workplace. Against this backdrop, what has become of the EEOC policies on retaliation under Title VII? And, where will it go from here?
It’s hard to keep up with all the recent changes to labor and employment law. While the law always seems to evolve at a rapid pace, there have been an unprecedented number of changes for the past few years—and this past month was no exception.