Those sneaky little rascals! While the rest of us were enjoying our Memorial Day holiday, those crazy kids over at the Department of Labor were still working away.
How long must an employee be in the hospital to satisfy the “overnight stay” requirement of the FMLA?
Finding that the circumstances surrounding the plaintiff’s initial absence from work and his doctor’s note were enough for a reasonable jury to find that his employer was on notice of a request for FMLA protections, the Sixth Circuit Court of Appeals reversed the district court’s decision granting summary judgment to the employer in Festerman v. County of Wayne, 14-1950 (6th Cir. 2015).
An Open Letter to the Department of Labor Concerning the Proposed Changes to Exemptions for White Collar Regulations
As employers prepare themselves for potentially unwelcome proposed revisions to the white collar regulations that are expected to pose operational, business and compliance challenges, we offer the following five suggestions to the Department for the purpose of assisting the agency with simplifying and streamlining the regulations consistent with the President’s directive.
In the beginning, the U.S. Supreme Court decided in Genesis Healthcare that an FLSA case is moot when the plaintiff accepts an offer of full relief.
The Eighth Circuit Court of Appeals recently ruled that a disease in its earliest stage did not rise to the level of “serious health condition” that would qualify the employee for the protections of the Family and Medical Leave Act (“FMLA”).
Plaintiff Alleges Violation of FMLA for Being Required to Show Mastectomy Scars Before Returning to Work
In a Complaint recently filed in a Florida federal court (Andrea Santiago v. Broward Health), social worker Andrea Santiago alleged that her employer, Broward Health, violated the FMLA when it refused to waive a policy requiring employees who took FMLA leave for surgery to allow an in-house medical clinic to examine their wounds before being allowed to return to work.
This blog is a sequel to my previous post summarizing the rules and regulations governing an employee’s use of intermittent FMLA leave, which you can find here.
Is that all it takes to get you to click on my blog entry — make a reference to “sperm” in the blog title and post a silly photo of this little guy? That was like taking candy from a baby!