A manager of a regional airline has lost his suit claiming that he’d been discharged on account of his wife’s disability.
Here’s a lawsuit that’s sure to frustrate the heck out of some HR pros. But it also provides a valuable lesson: When a termination involves medical issues, take the time to gather all the facts.
When is putting your hands on a co-worker and preventing her from leaving the room NOT sexual harassment?
When a male employee in a predominantly female workforce voices a gender discrimination complaint, it’s probably not the best idea to tell him to “suck it up” and “put on your big boy pants.”
Imagine being sued by an employee who claims she was sexually harassed, but she never bothered to report it to anyone. Your company won’t be held liable, right? Well, you’ve got to pass a three-pronged test first, according to the 4th Circuit Court of Appeals.
Behold the perils of dealing with the FMLA in the Golden Age of Employment Litigation: After clearly catching its employee in the act of FMLA leave abuse, this employer still got sued.
The definition of disability — the kind employers have to make an effort to accommodate — just keeps getting wider and wider.
No manager or HR pro likes to deliver bad news. But it’s still better than the fallout when no one owns up to the task.
HR pros are already well aware that when a disabled employee’s FMLA leave expires, he or she may be entitled to additional leave as a reasonable accommodation under the ADA. But a new EEOC lawsuit shows that leave may be an option even when workers aren’t eligible for FMLA protections.
Here’s more disappointing proof that employees (or rather, ex-employees) will sue you for just about anything these days. The more disturbing fact: Sometimes, seemingly ridiculous lawsuits are found to have merit.
Could this company really forbid one of its employees from drinking alcohol — both on the job and off the clock?
As you know, taking FMLA leave can’t completely shield an employee from termination, especially when the person’s performance warrants him or her being fired. But the FMLA very much complicates the matter. So what do you need to be able to safely let under-performing FMLA-takers go?
How employers respond to an Equal Employment Opportunity Commission complaint often spells the difference between a speedy, successful defense and a nightmare investigation. A disgruntled employee goes to the EEOC and files charges of bias. Here’s how to respond: Tell the whole story. Because an EEOC charge often contains just one or two paragraphs, companies […]
Do you have what it takes to make it through a retirement plan audit unscathed? A labor and employment law attorney has revealed the secrets to shrugging off the DOL’s compliance cops.
Working with independent contractors? Here are 15 ways to ensure you don’t end up as the next write-up on the Department of Labor’s website for misclassifying them as employees.
If your business is located in a state, city or county that just bumped up the minimum wage on January 1st (and a lot of them are), you’ll want to make sure all of your relevant pay documents reflect the change.
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