Title VII protects employees, not non-employees, even if the non-employee is closely related to an employee.
The agency is trying to level the playing field by making sure that employers consider leaves in all cases when appropriate.
HB 523 provides necessary 'protections for Ohio employers by enabling them to maintain safe workplaces and enforce reasonable human resources policies.' I could not agree more.
They are still on track to be published this summer with an expected effective date in September.
If you have employees clamoring for 'me' time, you have an issue deeper than mom vs. non-mom; you have a work-life balance issue.
The FMLA ranks very highly on the list of HR headaches; if this guide answers even one question for an employer, it has justified its publication.
Legal medical marijuana is coming to Ohio. It’s already legal in 25 other states, plus the District of Columbia. Ohio is just a matter of time.
This decision is consistent with that of the 6th Circuit in EEOC v. Watkins Motor Lines.
For an employee to present a valid ADA claim, the employee must actively participate in the reasonable-accommodation discussion and not just turn a deaf ear.
These lawsuits are consistent with the EEOC’s internal position, which dates back at least to 2012.