Mindy Chapman, Esq., Mindy Chapman & Associates

Does your company have a written progressive disciplinary process?
If so, do your managers and supervisors always follow it fairly and
consistently? One slip-up, as a new case shows, can smash your company
in court

{ 0 comments }

Employees don’t have to say the
magic words, “I am requesting FMLA leave” to earn protection under the
FMLA. It’s up to employers to recognize qualifying leave, based on the
information provided by employees. But
when employees are out for workers’ compensation injuries, must you
interpret that as automatic notice that they’re suffering a “serious
health condition” that qualifies them for FMLA leave? This new ruling
shows how workers’ comp leave can quickly morph into FMLA notice …

{ 0 comments }

When was the last time you read your company’s reporting procedures?
And where did you get it in the first place? Please don’t tell me you
copied it from your previous employer’s handbook or, worse yet, pulled
a “one-size-fits-all” policy off the Internet without customizing it. A
new court ruling shows why you should take it out, dust it off and look
it over closely…

{ 1 comment }

If you thought only employees could put you on legal notice that
harassment is occurring in your workplace, maybe it’s time you looked
up … into the sky. A new court ruling says that “helicopter
parents”—super-involved moms and dads who hover over their kids’
lives—can officially flip your notice switch, requiring you to take
prompt effective action to stop the harassing conduct. If not, you’ll
see them both in court

{ 0 comments }

Typically,
employees must notify you if they have an FMLA-qualifying “serious”
physical or mental condition. But what if the employee, herself, isn’t
aware of this need? Is it up to you and your supervisors to recognize
any behavior changes that may indicate the presence of a serious
FMLA-qualifying condition? In cases of psychiatric problems it likely
does, as the following case shows

{ 0 comments }

“Do that one more time and you’re through!” Have
supervisors in your organization (or even you) uttered this phrase
before? A new court ruling shows that if your firing threats are simply
empty promises, be prepared to pay up in court … even if you
responded promptly and lawfully to the initial complaint.

{ 0 comments }

Many
companies have horribly confusing organizational charts—or no org
charts at all. A new court ruling issues a stern warning to employers:
If you want to avoid harassment liability, you’d better get your
straight-edged ruler out and connect employees to their supervisors by
name.

{ 0 comments }

Ever have employees tell you they need time off for religious
reasons? Or, that they won’t perform a certain task because it’s
against their religion? Their managers may be tempted to yell “Clam up
and get back to work,” but that’s an expensive reply, as two new court
rulings show.

{ 0 comments }

Overtime and
harassment are big deals, but a less headline-grabbing
risk—retaliation—may be an even bigger danger. And a new court ruling
shows that employees who reach out to the police to report inter-office
harassment can also earn legal protection from being fired or any other
form of retaliation.

{ 0 comments }

You
can’t expect employees to walk into HR and ask, “May I have a
reasonable accommodation under the Americans with Disabilities Act of
1990? Oh, and don’t forget to engage me in the required interactive
process!” As
the following case shows, blowing off that interactive process could be
seen by the courts as “bad faith,” which gives the employee a direct
admission ticket to a jury trial …

{ 0 comments }

Page 31 of 35« First...1020303132...Last »