The dog days of summer are here, but the Department of Labor has shown no signs of slowing down.
Need to Investigate Employee Misconduct While the Employee is On FMLA Leave? Follow This Employer’s Lead
Even once in awhile an employer has handled an FMLA situation so effectively, you just want to shout out, “You Go Girl!” . . . or let out a fist pump (like you just sank a 70-foot birdie) . . . or initiate a wild chest bump in the hallway with a colleague (after you just landed that new client).
Requesting FMLA Leave Does Not Give an Employee Greater Protection Against Firing for Reasons Unrelated to FMLA.
The 8th U.S. Circuit Court of Appeals has determined that a customer service representative who was fired for performance issues during the same period of time in which she requested leave under the Family and Medical Leave Act (FMLA) to care for her child could not support her FMLA discrimination claim.
FMLA FAQ: Must an Employer Provide Intermittent FMLA Leave So an Employee Can Attend to an Autistic Child?
Q: One of our employees, a front desk receptionist, maintains an erratic work schedule because she must attend to her autistic son.
FMLA and ADA Claims Dismissed Where Employer Continued Misconduct Investigation During Employee’s Three Leaves
The situation is not that uncommon. An employer learns of a performance incident and the employee involved promptly requests FMLA leave.
On June 26, 2015, the U.S. Supreme Court issued its ruling Obergefell v. Hodges, giving same-sex couples the right to marry in all 50 state
Effective immediately, employers have new versions of the seven DOL-issued Family and Medical Leave Act (FMLA) forms to use.
On June 30, 2015, the U.S. Department of Labor issued a Notice of Proposed Rulemaking (NPRM) that will significantly increase the number of employees entitled to receive overtime pay for work in excess of 40 hours during a regular workweek.
Today the U.S. Department of Labor (“DOL”) unveiled its long anticipated proposed rule that will, if enacted, raise the minimum salary threshold required to qualify for exemption from the Fair Labor Standards Act’s (“FLSA”) minimum wage and overtime requirements.