Employers should proceed with caution when dealing with employee leaves and other issues under the Families First Coronavirus Response Act (FFCRA), especially those operating in the health care industry.
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A federal court rules U.S. Department of Labor overreached with some aspects of its Final Rule on employee leave laws related to COVID-19.
SPECIAL ALERT: Employers must review this additional U.S. Department of Labor guidance regarding implementation of the new Families First Coronavirus Response Act.
The Department of Labor has issued guidance on the new Families First Corona Response Act.
Employers must get it right when it comes to FMLA qualifying leave for employees or they could face significant liability.
PMLA cliff hanger in Supreme Court no excuse for employers to delay action before year end.
Employer avoids slicing this FMLA abuse claim out of bounds by hiring private investigator.
Policies are great but employers must ensure manager and HR compliance in order to present a solid defense to employee discrimination claims.
Federal appellate court rules Ohio employer violates FMLA with convoluted no-fault attendance policy for employees.
DOL revives practice of issuing opinion letters to employers with recent guidance addressing travel time and break periods under FMLA.
Pregnant employee refusing FMLA leave can be subject to discharge under the right circumstances.
Effective March 27, Department of Labor’s final rule grants same-sex couples access to FMLA leave time.
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Recent Updates
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- MIOSHA Suspends May 24 Rule, Makes COVID-19 Mitigation Measures Discretionary for Non-Health Care Employers
- ‘VACC To Normal’ Means Back to the Office for Michigan Starting May 24
- Michigan Pushes to Pandemic Finish Line by Promoting Double Vaccine Benefit
- Contractual Limitations Periods and Federal Civil Rights Claims
- Remote Work Still Required Amid Covid-19 Surge in Michigan