When the accommodation is so trivial (a $1.39 bag of chips), employers should strongly consider making the accommodation for an employee’s medical situation regardless of the scenario.Read More
Most non-union employees are at-will, which means you can fire them for any reason, as long as some other law, such as discrimination laws, doesn’t trump. So, if an employee has a potty mouth, you can fire her, right?Read More
Just because an employee cannot return to work at the end of FMLA leave does not mean you can always terminate the employee. ADA obligations still exist.Read More
Non-disparagement clauses are ripe for sloppy and vague drafting, which can result in parties ending up where they wanted to avoid — the courthouse.Read More
You can help insulate your company from retaliation claims by training your employees to treat FMLA requests (and other instances of protected activity) as need-to-know.Read More
Employers should be current with changes to applicable labor and employment laws with regard to employee leave requests.Read More
The handling of employees taking legal prescription medications is highly fact sensitive and legally nuanced.Read More
If you are planning on denying an unpaid leave as a reasonable accommodation, understand that these terminations are risky and will draw scrutiny from the EEOC.Read More
It’s okay to fire someone, as long as you’re not motivated by an illegal reason. Don’t feel bad for the poor employee who has’t worked out.
There is nothing wrong with employees dating. Nothing good, however, comes from a boss having relations with a subordinate employee, especially one who is a direct report.