Later this week, on November 17, Netflix releases Marvel’s The Punisher. If you’ve
dorked out gotten culture with any of The Defenders series, then, like me, you’ve been chomping at the bit for this release. But, if you need some enticement, check out the official trailer for Marvel’s The Punisher. It opens with Frank Castle as an early contender for Father Of the Year, teaching his kid Metallica on an acoustic guitar. Seconds later, Castle’s entire family is dead and he’s talking about infiltrating a covert CIA operation. And, at the 1:22 mark of the trailer, we have this exchange between Frank Castle and a sidekick:
Sidekick: You and me, we want the same thing. So, work with me.
Frank Castle: On one condition. I’m gonna kill ’em all.
Sidekick: Yeah, I can live with that.
Dammit, Netflix! Stop twisting my arm! Cause, it hurts so good.
***blows smoke and starts chewing bubble gum cigarette***
Now, if you’re going to circle one other date on the calendar, may I suggest December 7? Yep, I’ve buried the lede long enough. Continue reading
When a company has an employee who is approved for leave under the Family and Medical Leave Act, sometimes that employer get nervous about parsing FMLA-qualifying absences from other sick days that have nothing whatsoever to do with the employee’s underlying serious health condition. The end result is an employee who gets not only FMLA leave but extra leave that exceeds his or her bank of time off.
Those employers, well, they’re shook!
Let’s see how one employer handled it the right way.
Today, I’m blogging about a company that wrote a settlement check, entered into something called a “Compromise and Release Agreement” (more on that in a bit) to resolve claims from a former employee, and now finds itself defending Family and Medical Leave Act claims.
That’s got me like…
The Department of Labor does most of the heavy lifting for you.
But, today’s blog post is a sobering reminder that when an employer provides DOL-prepared Family and Medical Leave Act paperwork to an employee, it’s just as important for the employer to complete its portion of the forms as it is for the employee to complete his or hers. Continue reading
Let’s do an FMLA quiz. We know that an FMLA-eligible employee must check three boxes:
- Work at a location that employs 50 employees within 75 miles;
- Has at least 1,250 hours of service with such employer during the previous 12-month period; and
- Must be employed for at least 12 months by the employer.
So, does the FMLA protect from retaliation an employee who requests leave before the one-year anniversary of employment? Continue reading