U.S. Department of Labor says employees may take protected FMLA leave to attend Individualized Education Program meetings for child with a serious health condition.
The Connecticut Appellate Court affirmed summary judgment for an employer by holding intermittent leave was not a reasonable accommodation when attendance was an essential function of the employee’s position.
Employee was not disabled based on evidence that she could perform the duties of her position under a certain supervisor.
The U.S. Department of Labor (DOL) released an opinion letter stating that leave pursuant to the Family and Medical Leave Act (FMLA) must start as soon as an employer is aware the leave is for an FMLA-qualifying reason.
As more states legalize medical and recreational marijuana, courts continue to struggle with the issue of how medical marijuana–which is still illegal under federal law–should be treated under federal employment laws, such as the Family and Medical Leave Act (FMLA), Americans with Disabilities Act (ADA).
Airline employee was unable to prove that Envoy Air terminated him because he took protected FMLA leave.
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.
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.