The Families First Coronavirus Response Act (FFCRA) obligates certain employers to provide certain employees with sick leave and/or additional family and medical leave due to COVID-19. These new requirements apply to covered employers through Dec. 31, 2020.
With the novel coronavirus and COVID-19 being reported in multiple states, it's time to think about how to handle instances of the illness in the workplace. As you do, keep in mind that your employees are likely entitled to take at least unpaid leave through the Family and Medical Leave Act (FMLA) if they or a family member gets seriously ill.
Staying on top of changes in state and federal employment law can be something of a challenge. It is a good idea to designate someone in your human resources department to comb through your employee materials and make sure they're up to date, and the beginning of the year can be a good time to do that.
When an employee refused to travel for work based on his wife's ongoing heart troubles, he did not have a valid claim for leave under the federal Family and Medical Leave Act (FMLA), a federal court has found. In this instance, the man did not actually provide any care and his company could not have known he was attempting to make an FMLA claim.
On Sunday, Jan. 12, the U.S. Department of Labor issued a final rule on liability for franchisors and companies that outsource services to staffing agencies. The new rule, which replaces a policy put in place by the Obama administration, makes it harder for employees to prove that these companies are legally responsible when a franchisee or staffing firm fails to pay the minimum wage or overtime.
The National Labor Relations Board (NLRB), the agency that enforces some aspects of U.S. labor law, has told a federal administrative law judge to move forward with the approval of a settlement in a longstanding case against McDonald's. Union workers had sued McDonald's after numerous franchises were accused of labor law violations.
Everyone enjoys a good holiday party. It's a way to show your staff that you appreciate their hard work this year and to get everyone revved up for next year. Yet sometimes, things get out of hand. Certain poor choices could mean liability for your business.
One of the major priorities of the Trump administration's Department of Labor has been deregulation. The purpose of much of the deregulation is to reduce the cost of legal compliance for employers. At the same time, the DOL still plans robust enforcement of the law, according to the Solicitor of Labor. Other priorities include community outreach, helping employers comply with the law, and ensuring that workers know their rights.
The closer in time an adverse job action occurs to an employee's discrimination complaint, the more likely it is to be considered retaliation. And, a retaliation complaint can succeed even if the initial discrimination claim was baseless, a federal court recently ruled.