Last night, I went through my Google Drive of older cases about which I had intended to blog but never gotten around to it. And I found this Fifth Circuit Family and Medical Leave Act decision involving a company that fired an employee two months into his leave.
The issue was whether the employee had sufficiently pled causes of action for FMLA interference and retaliation. Continue reading
In case you somehow missed the EEOC’s big announcement – I cut the ribbon – all private-sector employers with 100 or more employees and federal contractors with 50 or more employees meeting specific criteria have until May 17, 2022 to submit workforce demographics, including data by race/ethnicity, sex, and job categories. Continue reading
You can take the boy of the ’90s, but… Continue reading
Image Credit: u/AMasterfulWriter on Reddit.
Not even in Kentucky. Continue reading
Many of you skip over my posts about labor unions because you view them as out of sight and mind.
“My business isn’t union. I’m not concerned about it.”
Yes, even lawyers can misclassify non-exempt employees under the Fair Labor Standards Act. Continue reading
Back in 1977, Star Wars premiered, Seattle Slew won the Triple Crown, and the Supreme Court established that employers need not reasonably accommodate religious beliefs under Title VII if inconsistent with a collective bargaining agreement. Plus, Title VII does not require an employer to discriminate against other union employees by depriving them of seniority rights to accommodate an employee’s observance of the Saturday Sabbath.
From the creator of the blog that brought you, Did I ever tell you about the employee that called the owner a “f***ing crook”? and Dammit! They’re practically twisting my arm to blog about union-related stuff comes something new and exciting! Continue reading
Imagine showing up to work last Friday only to have your boss tell you that you are fired, laugh, and walk off. Continue reading
The nation’s anti-discrimination enforcer is promoting greater equity and inclusion for members of the LGBTQI+ community. Soon, non-binary individuals can select a nonbinary “X” gender marker during the voluntary self-identification questions that are part of the intake process for filing a charge of discrimination. Continue reading
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