This case caught my eye because I love it when aggravated people come up with new and strikingly appropriate interpretations for acronyms – particularly in the employment law area.
“I Got Stuck in the Blood Pressure Machine at the Grocery Store and Couldn’t Get Out!”: How Employers Deal with the Most Outrageous Excuses for FMLA Leave
Don’t you hate it when someone glues your windows and doors shut so you cannot make it to work? Hasn’t happened to you? According to a recent CareerBuilder survey, this may very well have happened to one of your co-workers the last time he was absent from work.
Under the Family Medical Leave Act (“FMLA”), the process for providing an employee with leave arguably generates enough paper to defoliate a small forest. Among the mound of paper, is the important notice letter, which designates an employee’s absence as leave under the FMLA.
When an Employee Requests FMLA Leave for a Workplace Injury, is the Employer Required to Report It As an OSHA Event?
An issue that implicates both the FMLA and OSHA? Normally, I’d yawn and take a cat nap along with you.
You may recall my post on August 8, 2014 about the Lupyan v. Corinthian Colleges, Inc. case in which the Third Circuit Court of Appeals reversed a summary judgment in favor of the employer when the employee claimed she never received an FMLA designation letter that her employer claims it mailed to her via first class mail.
Court Determines That Employer’s FMLA Notice Sent by Email is Not Reliable (Sending Employer World into Tizzy)
We have a mini-FMLA crisis on our hands this week, and the courts are to blame. This issue involves the FMLA notices that employers send to employees, but more importantly, the delivery route in which they send them.
Wisconsin’s Family and Medical Leave Act (“WFMLA”), requires that employers allow employees six weeks of unpaid leave following “[t]he birth of an employee’s natural child,” and that employers allow an employee to substitute “paid or unpaid leave of any other type provided by the employer” for the unpaid leave provided by the law.
Don’t Be Tripped Up by Light Duty Obligations Under the FMLA and ADA: A Discussion of Employer Best Practices
I’ve discussed far sexier topics than “joint employers” on this blog. After all, it’s not every day an employee gets drunk at a Polish festival at the very time she’s supposed to be on FMLA leave.
Both the Third and Sixth Circuit Courts of Appeal issued decisions last month reminding employers that providing proper notices to employees is a key to administering the FMLA.