Poison ivy not FMLA-protected leave — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily
Scratch poison ivy from the list of “serious illnesses” that qualify under the Family and Medical Leave Act. The case: An Alabama factory worker requested leave to care for his sick daughter, but he also mentioned his case of poison ivy (apparently hoping to bolster his claim). The company fired the man, saying he didn’t give enough prior notice of the leave. The district court threw out his poison ivy claim but let the case go to trial. The court’s reasoning: His late FMLA request was due to unforeseen circumstance, which means he only has to give notice “as soon as practicable,” not within 30 days of the leave. (Goodwin v. Rheem Manufacturing Co., No. 97-D-1377)
In most cases, workplace bullying is subtle and difficult to recognize. To deal with these issues effectively, managers must first differentiate true bullying from lesser forms of workplace aggravation. They should also recognize that bullying is a game that requires two players: dominators aggressively attempt to intimidate, while victims meekly comply....Click here to find out more.