Pleased Friday. Sure individuals in my agency actually, actually wished me to put in writing a weblog submit with an “eclipse” theme. In case you weren’t conscious, we’re going to have a complete photo voltaic eclipse on Monday. Or no less than a few of you might be. I’m not within the “path of totality,” so I assume meaning I’ll have somewhat eclipse however in contrast with what our mates in Dallas, Carbondale, Cleveland, and Niagara Falls will see, nothing to put in writing dwelling about.

Talking of writing, I had no thought the best way to write a weblog submit that tied a photo voltaic eclipse to employment legislation. My thoughts was darkened, should you catch my drift.

However then I had a sudden illumination: An “Eclipses and the Office Quiz!” So, right here goes . . . 

How a lot are you aware about eclipses and the office? Take our quiz and discover out! As at all times, the solutions will seem on the finish of every query, so you may cheat all you need, and we’ll by no means know. And, should you make it to the top, there shall be a particular present, chosen particularly for you.

Prepared? Right here we go!

Query 1: Is time spent going outdoor and watching the eclipse in the course of the workday compensable beneath the Truthful Labor Requirements Act?

1. Sure.
2. No.
3. It relies upon.

ANSWER: C. In keeping with the information, the eclipse is meant to final about 4.5 minutes. If workers go exterior to observe for 4.5 minutes after which return inside and get again to work, their eclipse-watching time could be compensable. Additionally, in the event that they carry out any work in the course of the eclipse (taking a work-related name on their cell telephones, for instance), then the time could be compensable.

Alternatively, if the workers are doing nothing however eclipse-watching, adopted by oohing and aahing to one another about how cool it was, for a complete half-hour or extra, the time can most likely be unpaid.

Until the workers are exempt, by which case they need to be paid in full for any workweek by which they carry out any work. (There are some restricted exceptions to this rule, however none of them apply right here.)

Query 2: If an employer lets white workers watch the eclipse however doesn’t let Black workers watch the eclipse, is that illegal race discrimination?

1. Sure.
2. No.
3. It relies upon.

ANSWER: C. If the employer is treating workers otherwise primarily based on their race, then, sure, after all it’s discriminatory. But when the employer is treating the workers otherwise for another cause (for instance, all of the Black workers are FLSA-exempt, and the employer doesn’t wish to allow them to watch the eclipse as a result of they’re going to need to be paid for his or her eclipse-watching time, however all of the white workers are non-exempt, so the employer is ok with letting them watch the eclipse so long as they do it for at least half-hour with out performing any compensable work, then that will not be discrimination primarily based on race).

The belongings you study right here, am I proper?

Query 3: If a male worker and his feminine co-worker are watching the eclipse, and when it will get darkish, the male worker takes the chance to pinch his co-worker on the behind, is that sexual harassment?

1. Sure.
2. No.
3. It relies upon.

ANSWER: C. If the pinch at nighttime is unwelcome to the co-worker, then that will be sexual harassment. But when she had a crush on him and was thrilled that he did it, or in the event that they had been already in a consensual relationship, then it might not be harassment. Unprofessional, sure. Harassment, no.

Query 4: Mary’s employer has introduced that nobody shall be allowed to take a break from work to go exterior and watch the eclipse. Mary and her co-workers suppose that is silly, so Mary volunteers to go to their boss about it. Her boss replies, “Advantageous. Your resignation is accepted. We want you the most effective in your future endeavors.” Is that this illegal retaliation?

1. Sure.
2. No.
3. Sure and no.

ANSWER: C. Complaining about not being allowed to observe an eclipse will not be usually legally protected exercise. (Though I would not suggest firing somebody because of this.)

Nonetheless . . . Mary may have a sound declare beneath the Nationwide Labor Relations Act. She was going to her boss a few “time period and situation of employment” and was performing on behalf of a bunch of her co-workers. That is most likely sufficient for her to have a sound declare that she was terminated for participating in protected concerted exercise. (Please word that this is applicable to non-union, in addition to union, staff.)

Query 5: Doofus seems to be straight on the eclipse with none eye safety, and consequently he’s blinded. Is he now protected by the Individuals with Disabilities Act?

1. Sure.
2. No.
3. It relies upon.

ANSWER: C. If the blindness ends in a comparatively longish-term visible impairment that may’t be totally corrected with strange eyeglasses or contact lenses, then sure. But when Doofus’s blindness lasts only some hours – or perhaps a few days or perhaps weeks – adopted by a return to regular or correctable imaginative and prescient, he’s unlikely to be protected by the ADA. 

HOW’DJA DO?

4-5 right: Nice job! You’re extra good than the un-eclipsed solar!

2-3 right: Not dangerous! You’re a photo voltaic flare!

0-1 right: Ugh. Complete eclipse of the solar. Not even a penumbra.

Simply kidding! You all did nice. And right here is that particular present I promised you:

Your very personal eclipse 2024 T-shirt! Put on it proudly! (And do not forget to make use of eye safety on Monday.)