According to the Supreme Court, “The Damages Formerly Known As Wallace” (damages for bad faith in the course of dismissal) are to be compensatory rather than arbitrary extensions of the notice period. But what if the employer acted in bad faith, but the employee didn't suffer any damages? What circumstances should justify an award?
I recently read an interesting blog post on Brand For Talent. The author, Libby Sartain, says that organizations across the globe are struggling with their reputations as employers. Those employers need to engage their workers as fans, while reaching out for new workers as the economy begins its turnaround. She also asks: is there a difference between corporate branding and employer branding? Well, according to Sartain, there is. While companies such as Apple and Nike are able to rely on the power and strength of their corporate brand to attract talent, this is not the case for companies with less powerful brands.
I first wrote about genetic discrimination in the workplace in August of 2004. At that time, I compared it to the movie Gattaca, in which a man tries to hide his “imperfect” genetic makeup so that he can enjoy a way of life and secure a job reserved for people without “flawed” genes. Although Gattaca is science fiction, the movie's plot is not that remote from present-day reality.