Are you saying you’ve given up on NFTs???!?!? They are right on the cusp…..

Well, if you view being pro-Israel as requiring you to be pro-Bibi, you probably like the way things are going. If you actually care about the security of Israel, you probably have regurts.

Depends on the Union!

I’ve been encouraging some of the unions I work with to increase their joint training programs as well.

I just flew through BWI and BOS, and TSA staffing was lighter than normal, but in no way catastrophic.

Given how easy it is to transfer your skills as a security officer, I would assume the “buyout” offer will be attractive to TSA agents.

Sounds like you learned some valuable lessons from a job it is a good place to be from, instead of at! :)

…be ok. But this would definitely be a case for your company’s employment counsel, rather than internet lawyers. If you get it wrong, it will be very expensive in many ways.

I think I would come up with a system for how Friday (and other-day) work is bid on or assigned, and then ask what kind of accommodations, if any, the applicant would need to do the job under the system that you suddenly realized you were lacking. If the process was neutral and fair, you should

Well the issue of whether a religious accommodation can supersede a bona fide seniority list is not one I would want to litigate these days, but that’s not your issue, fortunately.

It sounds like you *have* to schedule someone, but it doesn’t have to be the new person with the religious issue.

There is no bright line objective test for ‘essential’, sadly. And if you are in a union environment, you will have seniority and bidding to deal with as well.

You are prohibited from discriminating against someone on the basis of religion, even in hiring. However, you are only required to reasonably accommodate religious requirements. If work on Friday is an essential part of the job, you don’t have to accommodate them.

But is it really essential?