Alabama probate judges began issuing marriage licenses and presiding over ceremonies for same-sex couples a few days ago.
If you read this blog regularly, you know that since last spring, we have been telling you about what to expect from the new Fair Labor Standards Act regulations.
If you work for an employer who employs more than 50 employees and you have worked sufficient hours to qualify for FMLA time (29 U.S.C.2601), you may want to ask that any time you are off work for your work injury be designated as FMLA time, particularly if you expect to be released full duty before your full 12 weeks of FMLA time is up.
We harp constantly at our business clients to keep their employee handbooks short and simple. There are dangers to saying more than you should. The KISS rule (Keep It Simple, Stupid) should be the default position when it comes to handbooks and policies.
In a decision issued by the United States Court of Appeals for the Sixth Circuit (the “Court”) on January 26, 2015, an employee who, but for statements made by his employer, would not have been eligible for leave under the FMLA was nevertheless found to be entitled to it.