Termination Based On Audit That Started Before FMLA Leave Upheld By Sixth Circuit
Published on February 25, 2019
Airline employee was unable to prove that Envoy Air terminated him because he took protected FMLA leave.
Fifth Circuit Upholds Dismissal Of Retaliation Claims Based On Plaintiff’s Excessive Absenteeism
Published on February 21, 2019
The plaintiff in Trautman v. Time Warner Cable attempted to argue retaliation under the Family Leave and Medical Act (FMLA) and Americans with Disabilities Act (ADA) after she was terminated for having 22 non-FMLA approved absences in almost four months.
Weathering The Storm: Employment Law Issues In Natural Disasters
Published on October 26, 2018
Hurricane Florence had us thinking – what obligations do employers have when natural disaster strikes? What rights do employees have? Here is a roundup of some important considerations.
U.S. DOL Updates Model FMLA Forms for Employers
Published on September 11, 2018
The Department of Labor extended the expiration dates of the agency’s model FMLA notices and certification forms until August 31, 2021.
Department Of Labor Issues New FLSA Guidance
Published on April 20, 2018
The Department of Labor’s Wage and Hour Division issued three new opinion letters concerning compliance with the Fair Labor Standards Act.
Do You Have A Zero Tolerance Workplace Violence Policy? You Should.
Published on December 22, 2017
Texas case highlights the importance of a zero tolerance workplace violence policy.
Second Circuit Holds That Less-Stringent “Motivating Factor” Causation Standard Applies To FMLA Retaliation Claims
Published on October 9, 2017
The application of a lower causation standard to FMLA retaliation claims will most likely make it harder for employers in the Second Circuit to get such claims dismissed at the summary judgment stage.
Guidance On Reassigning Employees To Equivalent Positions During FMLA Leave
Published on August 25, 2017
The decision in Waag v. Sotera shows employers how to properly reassign employees to new positions during medical leave when short-term staffing solutions are inadequate.