"Here's how things work here. My job is to make the office fun. Your job is to make the office lame ... Spoiler alert: I'm gonna win." - Michael Scott, NBC's "The Office"
Companies face more pressures than ever these days, balancing employee morale with budget demands and a staggering number of legislative and regulatory changes. Lest one forget, however, the workplace is comprised of people . . . actual individuals . . . each with their own unique perspective. As such, the workplace certainly has its lighter side, and its managers have a front row seat to the most unusual aspects of employment issues.
An "Office" Like No Other
Mass layoffs being announced at a company picnic, discriminatory statements by the boss occurring daily, and office love triangles at every turn. The nightmare of every executive, manager, and human resources professional—as brought to life on NBC’s “The Office”—can also be a stark lesson in risk management. Human resources professionals' reactions to "The Office," with links to the show's most nightmarish human resources episodes, can be found by clicking here.
The Squeaky Wheel Gets the Oil
Human resources managers recently revealed their most memorable employee requests in a nationwide survey conducted by CareerBuilder.com. Some of the most “creative” requests from employees included:
- Allow people to change clothes in their cubicles.
- Put beer in the vending machine.
- The human resources manager should wear nicer shoes.
- The lactation room with gliding chair should be available for employee naps, so everyone can use it.
- Install a swimming pool for employee use.
There’s a Lawsuit for Everything
Most lawsuits are no laughing matter. However, these cases are the exception.
- A Brazilian beer taster testified that his duties required him to drink over two gallons of beer a day, causing him to leave work drunk. After claiming his job caused his alcoholism, he received over $2 million in settlement.
- An employer was ordered to pay severance to a former employee in two installment payments. The first payment the employer made by check. The second $2,000 payment in the form of a bag of coins weighing over 150 pounds dropped on the employee’s front porch.
- A nurse claimed that her employer wrongfully refused her healthcare continuation benefits because of her gross misconduct. The court disagreed, finding that gross misconduct does not include the nurse’s alleged offense: mooning a co-worker in front of patients.
- An employee sued for sex discrimination after her supervisor told her, “You’re being a blonde again today.” In ruling on post-trial motions, Judge Posner of the Seventh Circuit Court of Appeals quipped: “[Employer] points out irrelevantly that blondes are not a statutorily protected class, which will disappoint hair colorists.”
Stradley Ronon's Employment & Labor Practice Group works with businesses to foster trouble-free relationships and avoid disputes with employees, unions and government authorities.
We counsel businesses on how to prevent employment-related problems before they arise. At the first sign of a problem, our clients receive practical, step-by-step advice on how to manage the situation. If a dispute erupts, our lawyers render advice at every stage - investigation, negotiation and, if necessary, litigation.
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Stradley Ronon's Employment & Labor Practice Group works with businesses to foster trouble-free relationships and avoid disputes with employees, unions and government authorites.
We counsel businesses on how to prevent employment-related problems before they arise. At the first sign of a problem, our clients receive practical, step-by-step advice on how to manage the situation. If a dispute erupts, our lawyers render advice at every stage - investigation, negotiation and, if necessary, litigation.
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