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The Last Straw Better Not Be Religious

Nyaboga v. Evangelical Lutheran Good Samaritan Society, a recent unpublished cased from the Minnesota Court of Appeals, discusses whether an employee was fired for legitimate reasons or for religious reasons. Nyaboga was fired, then she sued over whether she was entitled to unemployment benefits. She had worked as a nurse, and asked not to be scheduled for Saturday shifts when she got more serious about her religious beliefs as a Seventh-Day Adventist. Her employer required her to find people to replace her on that shift (which the Court hinted might have been a separate problem, but was not discussed in the opinion). By the time Nyaboga lost her job, she had been tardy 58 times and warned repeatedly. She was warned that she would lose her job if she were absent one more time or tardy two more times.

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Part 1: Labor Unions at Christian Colleges? NLRB Thinks So.

Christian CollegeCan you have a union at a religious college? Only if the National Labor Relations Board (NLRB) can exercise its jurisdiction over faculty members. NLRB has tried to do this several times. Shortly before Christmas in 2014, the NLRB developed a new test that lets it take jurisdiction over the faculty at Pacific Lutheran University (PLU).

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Don't Ask Me to Be Your Facebook Friend: New Social Media Law in Colorado

With the amount of information that exists about people on the web, naturally employers are tempted to check up on it, for purposes of hiring, evaluations, and firing.  Some employers take this to the level of requesting, even requiring, current or prospective employees to give their passwords or allow access onto their profiles. At least in Colorado, this practice must come to a screeching halt.

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