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Employment Law

Clock ticking on Trump’s picks to fill Labor Department vacancies

The 115th Congress is set to adjourn for good on Dec. 14. Between now and then, all manner of business needs congressional action.

Managers help Chicago 911 slash FMLA absences, costs

Two years ago, 49% of the employees at the city of Chicago’s main 911 call center were out on some type of absence related to FMLA leave. But a crackdown this year trimmed employees’ FMLA usage by 4,000 hours, slashed absenteeism by 900 shifts and cut overtime cost by $800,000. How?

EEOC touts #MeToo year of accomplishments

The EEOC began fiscal year 2018 last fall, just as the #MeToo movement began calling out workplace sexual harassment. It marked the start of a productive year for the commission.

Facebook, Google end harassment-arbitration rules

Under pressure from employees, a pair of tech giants—Facebook and Google—revised their policies last month to make private arbitration a choice (rather than a requirement) in employee sexual harassment claims.

Don’t assign disciplinary points for reporting injuries

A federal court awarded a machine operator in Wisconsin $100,000 in back wages and compensatory damages after he was fired soon after reporting an on-the-job injury.

Employment law update: Harassment training, Labor Class protections

Final statewide sexual harassment policy and training guidelines have finally been issued in New York, and the rules differ significantly in several important ways. Plus, more civil service employees now have job protection.

$385k judgment against Yonkers health care facility

A nursing home in Yonkers and its owner will have to pay over $385,000 in back pay and penalties to 81 employees after investigators found numerous violations of the Fair Labor Standards Act.

Posting FMLA notice helps cut off lawsuits

Employers that post appropriate FMLA notices alerting workers to their FMLA rights—and train managers on the FMLA—generally get the benefit of the two-year deadline.

Special oversight OK for disabled employees who telecommute

It’s OK to set slightly different conditions for two kinds of telecommuters, such as requiring tighter monitoring for disabled workers.

Employee doesn’t return after FMLA runs out? OK to fire for violating attendance policy

If for some reason an employee doesn’t return to work at the end of his FMLA entitlement, then the employer is free to enforce a no-show, voluntary-quit rule based on the absences.