Employees who have a pending request for FMLA leave and are just waiting for their doctor to provide the required medical certification must still follow call-in rules. Have a clear policy in place so employees understand what is expected before, during and after their FMLA leave request.
Wage-and-hour cases can drag on—and sometimes turn into class-action lawsuits. That’s why settling early may make sense. But settlements can spawn even more lawsuits. To minimize that possibility, consider using a confidentiality clause.
Here’s a case that shows how important it is to keep good records of the interview and hiring process. When a rejected applicant sued, an employer ended up having to call in former applicants to whom it had offered jobs but who had turned down the offers. The employer won the case on the strength of those other candidates’ testimony.
Some employees may be embarrassed when they experience sexual harassment. They may feel too uncomfortable to come right out and repeat offensive comments they heard. What should HR do?
Qualified employees who take FMLA leave for their own serious health conditions are entitled to return to their old jobs or equivalent ones once their leave is over. But that’s only true if they are fully healed and able to do their jobs.
You may have read that stray comments aren’t enough to create liability. That’s true. However, when those comments are “pervasive and regular,” it’s another matter. And the line between stray and regular is anything but clear.
What do you do if an employee has used up her FMLA leave and her doctor has placed limits on the kind of work she can do? It’s fine to let her return with the restrictions. You won’t later lose an FMLA retaliation case for placing her on light duty.
“Bring Your Own Device” policies are a growing trend, but can they bite back against employers?
A recent court case raises a growing issue: Just because a company has a building, do workers need to show up there to get their jobs done?
Citing last June’s U.S. Supreme Court decision in Windsor v. US, federal district judge John E. Jones has invalidated Pennsylvania’s ban on same-sex marriage. The decision could eventually force employers to revamp benefits programs to include employees’ same-sex spouses.