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Employment Law

Indefinite leave is not a reasonable accommodation

04/08/2016
Sometimes, 12 weeks of FMLA leave isn’t long enough for workers to recover from illness or injury. But, indefinite leave does not have to be accommodated.

One crass comment about disability won’t justify discrimination suit

04/08/2016
An isolated, offensive comment usually isn’t enough to support a lawsuit, even if it was uttered by a supervisor and was seriously offensive.

Co-workers having embarrassing affair? That’s not grounds for others to sue

04/08/2016
Workplace romances can be distracting, but cavorting co-workers doesn’t always add up to sexual harassment or sex discrimination against other employees.

An FMLA snafu can lead to personal liability

04/08/2016
Here’s something to consider when handling an FMLA request: If you botch the request, you could be held personally liable for any damages.

Unfounded racism charges are reason to fire

04/08/2016
If an employee continually makes unsubstantiated racism charges, you can and should discipline them.

Little slights, actions add up to retaliation

04/08/2016
When an employee complains that a supervisor is behaving in a discriminatory way, employers must ensure there is no retaliation. Even small things can lead to a big problem.

How to collect medical info under the FMLA rules

04/07/2016
To determine whether an employee or family member has a condition that meets the FMLA’s definition of “serious health condition,” employers should review the medical certification they receive from the employee’s health care provider.

Snapshot: What holds women back at work?

04/07/2016
Discrimination, lack of support, men’s unwillingness to follow women

North Carolina is latest to limit local laws

04/06/2016
When North Carolina enacted sweeping legislation last month limiting local governments’ ability to enact anti-discrimination laws, much of the debate devolved into acrimony over which bathrooms transgender people could use.

What’s an FMLA ‘serious health condition’?

04/06/2016
First things first when determining how to handle a request for FMLA leave: Does the employee (or a loved one) have a “serious health condition” that qualifies for FMLA leave?