Most pregnancies proceed normally, with little or no real trouble for the mother. However, that’s not always the case. When things go wrong, the mother-to-be may be entitled to reasonable accommodations under the ADA. That’s true even if she hasn’t worked for her employer long enough to be eligible for FMLA leave.
OSHA has ordered Orlando’s SeaWorld marine park to change the ways in which trainers and orcas interact following the death of orca trainer Dawn Brancheau.
Smart employers have policies that require supervisors to document all discipline. That documentation can come in handy if a discharged employee decides to sue. The fact is, employers usually win lawsuits if they show they had a legitimate reason for an employment decision.
Lifeguard Tomas Lopez was perched atop his chair at Hallandale Beach on July 1 when he heard calls for help. He sprinted down the beach, dove into the Atlantic and helped rescue a man who was struggling in the surf. The swimmer survived; the lifeguard’s job did not …
Is it protected activity that can’t be punished if an employee who is not yet eligible asks to take FMLA leave? Put another way, can an employer fire an employee who requests FMLA leave before the employee is actually eligible? A federal court has said, “No!” That’s illegal retaliation.
The U.S. Department of Labor has ordered Barton G, the company that owns three renowned Miami fine-dining restaurants, to pay $28,000 to low-wage workers who did not receive minimum wage.
A Tampa-area Subway franchisee will pay $7,536 in back wages plus $3,768 in liquidated damages following a ruling by a federal judge that workers should have been paid for the time they spent taking a required “Sandwich Artist Certification” course.
Employees undergoing normal pregnancies don’t have an ADA claim.
SunTrust faces a federal sexual harassment lawsuit after three women who worked at the bank’s Sarasota Gulf Gate branch accused a manager of inappropriate touching and making lewd and unwelcome comments about their anatomy, sex lives and dating habits.
Employees are supposed to get FMLA certifications back to their employers within 15 days. But it’s not a good idea to terminate an employee simply because you didn’t receive the paperwork on time. The FMLA regulations include an out for employees who miss the deadline for reasons beyond their control.