Analysis of a key case.

Features

Congress enacted the Family Medical Leave Act (FMLA) to allow employees to take necessary leave from their jobs for their own or a family member's serious health condition. Congress's intent was to help employees to "balance the demands of the workplace with the needs of families, to promote the stability and economic security of families, and to promote national interest in preserving family integrity ' in a manner that accommodates the legitimate interests of employers." 29 U.S.C. ' 2601.

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Discussion of an interesting case from New York

Features

There is currently no law, either at the federal or the state level, targeted to fight workplace bullying. Thus, the laws available to victims of bullying are the traditional protections against harassment and discrimination based on membership in some protected category.

To provide clarity to employers as to permissible questions that may be posed to prospective employees, the authors list the most common questions that corporate clients ask ' and provide recommendations.

There are numerous ways to lose or fail to identify employee electronically stored information that could reasonably be relevant to litigation or a subpoena, and it seems that new sources appear regularly.

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On March 6, 2013 the Equal Employment Opportunity Commission (EEOC) issued new guidance in the form of a fact sheet and question-and-answer sheet on religious garb and grooming in the workplace. Here is what you need to know.

Features

It's a mistaken assumption that if an employee has exhausted all his or her time under the Family and Medical Leave Act, he or she is not entitled to additional leave under the Americans with Disabilities Act.