Well, if you count The Employer Handbook itself, which email gods magically deliver to blog subscriber email inboxes every weekday following weeknights where I haven’t had too many blog-inhibiting adult beverages, I’ve got three freebies today. Continue reading
The complexities of the Family and Medical Leave Act can bollocks even multi-billion-dollar companies. But the case I’m going to tell you about today is a reminder that, at bottom, the FMLA is largely no-harm, non-foul. Continue reading
The timing last night was perfect. Continue reading
If you’ve procrastinated all week, you still have a few hours to register for this week’s edition of The Employer Handbook Zoom Office Happy Hour, which returns today, October 28, 2022. We’re discussing leave rights and accommodations in hybrid and fully-remote workplaces.
Click here (https://bit.ly/HybridRemoteAccommodations) to register. Continue reading
I’m unsure if we can top this past Friday’s edition of The Employer Handbook Zoom Office Happy Hour. Continue reading
Oooooh…this one is going to be really good! Continue reading
I can’t tell you how to get toothpaste back in the tube. However, I can offer two ways to avoid losing a discrimination lawsuit when a biased supervisor recommends terminating a direct report. Continue reading
The surprise will quickly disappear once I share the facts from this recent Third Circuit decision. Continue reading
Under the Family and Medical Leave Act, an employer can insist that employees comply with the company’s “usual and customary” absentee notice procedures. Often those call-out procedures are part of written leave and attendance policies.
But, as one company found out the hard way, “usual and customary” absentee notice can transcend formal policies and procedures when managers bend the rules.
According to this recent Seventh Circuit’s opinion, “when [the plaintiff] returned from medical leave, her employer … did not allow her to return to her previous position as a lead teacher at her school. Instead, it placed her in a backwater position with fewer responsibilities that required her to split her time between different schools. After a bench trial, the district court determined that the defendant had violated the Family and Medical Leave Act.”
But here’s the thing. The court awarded the plaintiff no money.
Zip. Zilch. Nada.
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