Family and Medical Leave

One blueprint for requiring employees to arbitrate FMLA claims

December 20, 2011 | by Eric B. Meyer

A NJ court recently held that a business can force an employee to arbitrate FMLA claims — even if the arbitration agreement that the employee signs does not contain a specific FMLA waiver.

How does this all work?

Well, according to the NJ Superior Court in Flores-Galan v. J.P. Morgan Chase & Co., N.A., “an agreement to arbitrate statutory anti-discrimination claims must be specific enough to put the employee on notice of the claims encompassed.” However, “an arbitration clause need not specify every conceivable statute that it covers.”

Employees who share porn and take FMLA lose retaliation claims

December 6, 2011 | by Eric B. Meyer

So, yeah, in cased you missed it, yesterday, was part one of a gripping two-part series about how employees who share XXX at work tend to get the short-end of the litigation stick should they later decide to sue their employers.

Today, we conclude this series — thankfully — with a look at a hospice nurse who felt it appropriate to share cell phone shots of her boyfriend’s wee-wee with some of her patients. She then takes FMLA leave and, yeah, you can see where this is headed (after the jump…)

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What if you forget to tell an employee about FMLA leave?

November 10, 2011 | by Eric B. Meyer

If you have 50 or more employees, you must abide by the Family and Medical Leave Act. The FMLA affords up to 12 workweeks of leave in a 12-month period, among other things, to care for a parent with a serious health condition. But let’s say that you have dropped the ball and failed to provide your employees with:

information or notice explaining the provisions of the FMLA,

information regarding how to file complaints for violations of the FMLA, and

FMLA information in “any written guidance to employees concerning employee benefits or leave rights, such as in an employee handbook.”

Let’s even assume that one of your employees takes leave that would otherwise qualify under the FMLA, but you fail to tell that employee that the FMLA covers the leave.

Have you interfered with your employee’s FMLA rights? I’ll spin some Alice in Chains and drop the 411 after the jump…

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An honest belief is all it takes to fire a suspected FMLA abuser

October 20, 2011 | by Eric B. Meyer

The Family and Medical Leave Act affords eligible employees up to 12 weeks of unpaid leave during any 12-month period because of a serious health condition that makes the employee unable to perform his/her job.

Let’s say that you have an employee who requests FMLA for a medical procedure that will keep him laid up for a while. But, you’re suspicious. So, you hire a PI to follow the employee and record his every movement. You view the videotape and see that the employee is walking, driving, and even shopping. What the hell?!? Naturally, you think the employee is scamming the company so you fire him.

Legal? Or FMLA interference? Find out after the jump…

Employer Alert: FMLA for domestic violence victims

October 17, 2011 | by Eric B. Meyer

Last week, Rep. Lynn Woolsey (D-CA) reintroduced the Domestic Violence Leave Act, which expands paid leave options for victims of domestic abuse, sexual assault, or stalking. Details on the pending legislation and what it would mean for employers if it passes after the jump…

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Doggone-it. Must employers give leave to employees with hurt pets?

October 13, 2011 | by Eric B. Meyer

Thumbnail image for sleepingdog.jpeg Worst. Pun. Ever.

In some states, employees who become victims of domestic violence, or whose family members are victims of domestic violence, are entitled to take a short unpaid leave from work. In one state, companies need to be aware of possible legislation that would require them to afford time off to employees whose pets are victims of violence or threats of violence.

Find out which state — you have a 1 in 50 chance — after the jump…

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Say what?!? Not returning employee calls may be FMLA retaliation

September 27, 2011 | by Eric B. Meyer

An eligible employee may take up to 12 workweeks of leave under the Family and Medical Leave Act in a 12-month period. If an employee exhausts all of her FMLA leave and fails to return to work after the 12 weeks are up, can’t the company simply fire the employee? Well, it may not be that easy, as you’ll find out after the jump…

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For employers that don’t document properly, the jury awaits

August 17, 2011 | by Eric B. Meyer

In yesterday’s post at The Employer Handbook, I discussed a recent federal-court decision to demonstrate why it is crucial for employers to document workplace performance and misconduct.

Today, after the jump, I have another federal-court decision — one in which an employer’s failure to properly paper an employee’s leave under the Family and Medical Leave Act, translates into big-time headaches.

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Congress may expand FMLA to include certain bereavement leave

July 27, 2011 | by Eric B. Meyer

The Family and Medical Leave Act (FMLA), a federal law, entitles eligible employees of covered employers to take up to twelve workweeks of unpaid, job-protected leave in a 12-month period for:

the birth of a child and to care for the newborn child within one year of birth;

the placement with the employee of a child for adoption or foster care and to care for the newly placed child within one year of placement;

to care for the employee’s spouse, child, or parent who has a serious health condition; and

a serious health condition that makes the employee unable to perform the essential functions of his or her job.

Earlier this month, Senator John Tester (MT-D) introduced a bill that would amend the FMLA to provide leave because of the death of a son or daughter.

Details on this bill and what it would mean for employers after the jump…

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Welcome to the Employment Law Blog Carnival: Jukebox edition!

July 20, 2011 | by Eric B. Meyer

The Employment Law Blog Carnival has finally rolled into town.

What is a blog carnival? It is a collection of links on a particular topic — here, employment law — that bloggers have submitted to me, which I then arrange around a particular theme.

For this edition of the Carnival, it’s DJ-ESkeelz on the one and two, with a music-themed employment-law blog carnival. I’ve got 13 hot joints (read: 13 links to employment-law articles from some of the blogosphere’s best…)

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