A drug user is required to provide a urine specimen as part of an employer’s consistently-applied drug testing program. The individual claims that he or she cannot because he or she has “Shy Bladder Syndrome,” technically known as paruresis. Paruresis is an anxiety disorder as a result of which an individual cannot provide a urine specimen in public places or in close proximity to others.

Is the applicant or employee with paruresis entitled to a reasonable accommodation?  Under a recent EEOC informal opinion letter, the answer may be “yes.” http://www.eeoc.gov/eeoc/foia/letters/2011/ada_definition_disability.html Continue reading You’re In Without Urine →

It is a great honor to have been asked by SHRM to blog for We Know Next.  To learn more about We Know Next, please check out www.weknownext.com

I also am pleased to include my first blog for We Know Next:  http://www.weknownext.com/blog/when-is-hr-consistency-foolish Continue reading We Know Next →

Please see:  http://www.weknownext.com/blog/when-is-hr-consistency-foolish

Duane Morris Institute presents a seminar on Documenting Discipline Continue reading DMi: Blog on Foolish Consistency and Documenting Discipline Seminar →

On this Labor Day, it is tempting to rail against the NLRB. The reality is that, at the NLRB, every day is labor day.

While employers have good reason to be concerned about the NLRB, employers cannot forget how important our employees are to our success.  As the New York Times accurately noted yesterday, without engaged employees,  an employer is less successful economically. Happier people do work harder! Continue reading Every Day May Be Labor Day At The NLRB But… →