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Employment Law

Ensure demotion has nothing to do with FMLA

12/22/2016
Make sure any demotions that happen to occur during FMLA leave are clearly unrelated to the fact that the employee exercised his FMLA rights.

Tell bosses: Playing ‘FMLA cop’ will backfire

12/22/2016
Be sure supervisors understand they cannot interfere with employees’ FMLA rights—and that any effort that appears intended to block FMLA leave will probably cause legal headaches.

EEOC makes Sharp point on disability rights violations

12/22/2016
Sharp Healthcare, a San Diego regional hospital system, has agreed to pay $90,000 to a surgical scrub technician to settle charges it violated the ADA when it refused to hire her.

FMLA: What to expect when they’re expecting

12/22/2016
When an employee becomes pregnant, she has the right to take leave under the federal FMLA.

EEOC targets mental health accommodation

12/22/2016
The EEOC has taken steps to inform employees suffering from common conditions like depression about their workplace rights.

Federal court permanently strikes down ‘persuader rule’

12/22/2016
The U.S. District Court for the Northern District of Texas has converted a previous temporary injunction preventing implementation of the U.S. Department of Labor’s revised “persuader rule” into a permanent injunction that applies nationwide.

Ensure wellness programs comply with new EEOC rules

12/22/2016
Know the new rules regarding financial inducements in employer-sponsored wellness programs.

Foreman allegedly threatened black workers with gun, noose

12/22/2016
J.L. Schwieters faces charges it failed to investigate and stop severe racial harassment that a supervisor allegedly directed at two black carpenters.

Life Time Fitness pays $976k in back pay in 26 states

12/22/2016
Chanhassan, Minn.-based Life Time Fitness will pay nearly a million dollars in back pay and liquidated damages to resolve charges it violated the Fair Labor Stan­d­­ards Act at fitness centers nationwide.

Good records help win discrimination cases

12/22/2016
Employers that keep good records seldom lose when an employee claims he was fired for discriminatory reasons.