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An employee can proceed with his retaliation lawsuit because he was able to show that he was furloughed 2 days after requesting leave—and that he was the only employee subject to that action, a federal district court has ruled.
The U.S. Department of Labor (DOL) has requested that an appeals court fast-track its appeal of the injunction blocking the new overtime regulations. But even if the court agrees to DOL’s proposed expedited schedule, it wouldn’t take any action on the injunction until at least February, weeks after President-elect Donald Trump takes office.
Employers continue to face both federal charges and private lawsuits over policies that require workers to be fully healed from injuries before returning to work. According to the U.S. Equal Employment Opportunity Commission (EEOC), this means employers aren’t aware of their accommodation responsibilities under the Americans with Disabilities Act (ADA).
Checking to see that an employee is using Family and Medical Leave Act (FMLA) leave properly doesn’t necessarily amount to illegal interference with the worker’s rights, a federal appeals court made clear in a recent ruling.
The U.S. Department of Labor (DOL) announced December 1 that it will appeal a court’s injunction temporarily halting new overtime regulations.
By way of introduction, my name is Elizabeth Petersen, and I’m the executive vice president of BLR’s healthcare division.
By way of introduction, my name is Elizabeth Petersen, and I’m the executive vice president of BLR’s healthcare division.
Employers may face legal and morale problems regardless of how they decide to respond to the injunction temporarily blocking the Fair Labor Standards Act’s (FLSA) new overtime rule, says one expert.
Several California employers have in recent weeks shelled out millions of dollars to settle claims that their employees should have been paid for time spent waiting for security checks.
A federal district court has permanently blocked a U.S. Department of Labor (DOL) regulation that would have created new requirements for employers looking to keep unions out of their workplaces.