How Will Employers’ COVID-19 Vaccination Policies Impact Absence Management
With multiple offices re-opening on account of rising COVID-19 vaccination data, should employers necessitate it as a pre-requisite for employees willing to return to work?
Absence Management Academy: A deep dive on FMLA
The FMLA federal law provides up to 12 or 26 weeks of unpaid leave during a 12-month period, return to the same or equivalent position with health benefits intact for an employee. What are the employers’ responsibilities?
Tennessee Passes Act Requiring Accommodations for Pregnant Employees and Job Applicants
Tennessee employers with 15 or more employees must provide reasonable accommodations to applicants and employees who have medical needs arising from pregnancy or childbirth, unless the accommodation would impose an undue hardship. Governor Lee signed the supporting legislation, the Tennessee Pregnant Workers Fairness Act, on June 22, 2020, joining more than twenty-five other states requiring … Continued
Top 10 List of What to Do (or Not to Do) When Managing Your Employee’s ADA and FMLA Leaves
Considering the evolving scenarios around an employee’s ADA and FMLA leave accommodation, employers must be mindful of several perspectives. What are the ten key do’s and don’ts that will inform processes?
Employers Take Note: EEOC Shows Interest in Workplace Treatment of Victims
Marti Cardi, J.D., Chief Compliance Officer Megan G. Holstein, J.D., Senior Counsel Employers’ treatment of employees who are victims of domestic violence, sexual assault, and stalking (“domestic violence”) is an area of concern to the U.S. Equal Employment Opportunity Commission (EEOC). Although Title VII of the Civil Rights Act of 1964 and the Americans with … Continued
EEOC strikes again! $4.85 million consent decree punishing inflexible leave policies in violation of ADA
Marti Cardi, J.D., Chief Compliance Officer Megan G. Holstein, J.D., Senior Counsel On November 8, 2012, the EEOC achieved yet another multi-million dollar settlement in a lawsuit alleging systematic disability discrimination, specifically targeting an employer’s inflexible leave policy. Specifically, the employer’s policies required two things: first, any employee who took a leave of absence for … Continued