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Continuing its tradition, California rings in the new year with changes to employmentlaws. Did you also know that employers can now be accountable for wage-and-hour violations when they use staffing agencies or other labor contractors to hire workers? Webinar: 2015 EmploymentLaw Updates. Time: 10 a.m. –
Internal emails showed that government officials couldn’t verify the qualifications he had in 2014, but they sat on their hands until it was all too late. Among the minority of employers who do check college credentials, most only check a student’s attendance or graduation dates.
This makes it difficult or impossible for her to attend classes, but she chooses to work the extra shift for fear of drawing the ire of her manager and losing hours. He likes the job because he can work early morning shifts and get off in time to pick up his children for school. Patty Part-time Patty works at a chain restaurant.
An AT&T customer service representative (CSR) recently filed a lawsuit against her employer citing disability discrimination, but the employer, citing attendance as an essential job function of her position, claimed she was terminated for her frequent absences. by James D. Was the employee discriminated against?
With the July 1, 2015 date for California employers to start providing the paid sick leave benefit (Healthy Workplaces, Healthy Families Act of 2014 – AB 1522), are your company policies and practices well and good? CalChamber’s employmentlaw experts offer a compliance remedy at their May 21st webinar. Time: 10 a.m. –
A federal court in Kentucky recently ruled that a Kentucky employer must go to trial in a Family and Medical Leave Act (FMLA) case in part because there were disputes over whether an employee was absent and whether he had been given FMLA paperwork at the time of the absences. his attendance and disciplinary record.
’s (WCCS), executive director from March 2011 to October 20, 2014. He claimed his symptoms worsened significantly in 2013 and 2014 and limited his ability to sleep, concentrate, engage in social interaction, and use his hands. Clark” was employed as Warren County Community Services, Inc.’s Clark filed a lawsuit in the U.S.
At the time, the sheriff offered three reasons for his termination. Nine months later, on May 15, 2014, he was fired. Moreover, time sheets of other officers confirmed that they, too, recorded 10-hour days (i.e., Sarah Bowers, a contributor to Indiana EmploymentLaw Letter , can be reached at sarah.bowers@faegrebd.com.
Specifically, the employee claimed that unpaid disciplinary suspensions imposed by his employer constituted interference and retaliation under the FMLA as well as disability discrimination under the ADA. In the summer of 2014, he voluntarily transferred to the GM assembly plant in Arlington, Texas.
If you were hoping a court ruling on a recent ERISA lawsuit involving Dave & Buster’s would offer some clarity into whether it’s legal to cut employees’ hours to avoid having them count as full-time employees under the ACA, you’re going to be disappointed.
Shiloh Community Development Corporation hired “Raegan” to work as a part-time data manager in February 2014. She claimed that her supervisor, “Olive,” screamed at her during a meeting and prohibited her from attending a training session. While Shiloh investigated her report, it asked her to take some time off.
The Kentucky Court of Appeals recently ruled that a 90-day statute of limitations, rather than a longer 5-year time limit, applied to an employee’s claim for wrongful discharge. a time limit within which an employee must file a lawsuit to claim a violation). According to the employer, a different statute—KRS 29A.160—governed
Rachael” worked as a registered nurse at Henry Mayo Newhall Memorial Hospital from March 10, 2014, to April 3, 2014. Her employment was subject to a CBA between the California Nurses Association and the hospital. Nurse Files Class Action Against Hospital for Wage and Hour Violations.
However, there are various subtleties at play, as is the case with most employmentlaws in the United States. The HR Digest has created a short guide to help you better understand the bereavement leave laws in Oregon. The time off can allow you to grieve, respond to sympathy messages, or read up on the process of healing. .
This means, for example, that if an employer gives employees 5 sick days without requiring documentation, it can’t then require it from an employee with depression who wants to use sick time. not eligible for leave under the federal Family and Medical Leave Act (FMLA)), or has exhausted the leave the employer provides.
In June, 2014, FedEx agreed to pay $228 million to resolve claims that it mislabeled over 2,000 FedEx Ground and FedEx Home Delivery pickup and delivery drivers as independent contractors. Time theft. Be wary of the time you have your employees on-site when off the clock. Falsifying time records.
California recently enacted AB 1522, called the Healthy Workplaces, Healthy Families Act of 2014, which requires most California employers to provide paid sick leave to their employees effective July 1, 2015. California employers already face complex employmentlaws, which prove to be a challenge for most small businesses.
Sam’s performance began to suffer about the same time. ” Also, the city required all employees to attend training on respect and responsibility in the workplace. Sam reported to Forsberg on October 31, but an examination did not occur because he wanted time to consult with his attorney.
He experiences severe pain in his pelvic region, thighs, and hips, sometimes for days or weeks at a time. As a result, he takes intermittent time off work when he has flare-ups. He was continuously recertified for intermittent leave until the end of his employment. He was scheduled to work at 1:00 p.m.
Imagine having difficulty scheduling childcare or attending classes after work to further your education, because your schedule was constantly changing from day to day and from week to week. The first predictive scheduling ordinance was passed in San Francisco, California in 2014, and since then other localities have taken notice.
The numbers speak for themselves,” the Times quoted Solo. “We Soccer, the governing body for the sport in America, argued in a conference call that the men’s national team produced revenue and attendance about double that of the women’s team, and television ratings that were “a multiple” of what the women attract, the Times said.
Amendments 20 and 64 allow employers to retain their existing drug policies. In late 2014, Washington D.C. unanimously passed a law limiting employers from drug testing until a conditional offer has been made to a candidate. Remember: Marijuana laws are relatively new and evolving throughout the United States.
James, Gonzalez Law, LLC. It isn’t the best time for Sullivan Motor Co., He told the general manager at Sullivan about his health problems in June 2014 but continued to work his normal schedule. The HR manager then gave him a letter stating his employment was terminated effective the date he had been sent home in May.
Her career with Renasant continued for approximately 19 years, during which she held various positions, the last being senior lending assistant under “Hector”, the branch manager at the time. In 2014, Meghan took approximately 5 weeks of sick leave, most of it because she was suffering from migraines.
Amendments 20 and 64 allow employers to retain their existing drug policies. In late 2014, Washington D.C. unanimously passed a law limiting employers from drug testing until a conditional offer has been made to a candidate. Remember: Marijuana laws are relatively new and evolving throughout the United States.
According to the Bureau of Labor Statistics , employment opportunities for HR managers are expected to increase by 17% between 2014 and 2024. If your dream is to have an easy job as an HR manager, then it’s time to know management basics first. As an HR specialist, knowing technology makes you more appealing to employers.
In the lawsuit, employees claim the restaurant chain violated Section 510 by reducing their hours below 30 per week to avoid Obamacare’s employer mandate to provide full-time employees with health insurance. The plaintiffs then claim that similar meetings were held company-wide. ” The bottom line.
Unconscious Bias: “Maternity” Many employers continue to use the word “Maternity” in the benefits section of the job descriptions. Google had been sued 227 times for age discrimination. It also violates the anti-discrimination laws. a transgender person). Below are a few examples: 1.
From 2008 to 2014, “Harper” worked as an assistant attorney general in the Medical Malpractice Section of the U.S. In January 2014, the DOJ e-mailed Harper an “ADA Supplemental Request for Medical Status” and informed her that “specific measures will have to be taken to account for [her] hours worked and leave requested.”
Did you know that retaliation, disability and sex discrimination/harassment comprised more than half of the 65,388 employment complaints filed in California in 2014? Source: “Report to the Joint Legislative Budget Committee,” California Department of Fair Employment and Housing, March 2015). Time: 10 a.m. –
Did you know that retaliation, disability and sex discrimination/harassment comprised more than half of the 65,388 employment complaints filed in California in 2014? Source: “Report to the Joint Legislative Budget Committee,” California Department of Fair Employment and Housing, March 2015). Time: 10 a.m. –
The rules, if they take effect, will put over 4 million employees on the clock for the first time. Because the case will carry on beyond the planned December 1 effective date, a preliminary injunction was issued to prevent “irreparable harm” to employers in the meantime. And just how much time should you set aside for a full review?
Henrietta maintained that she had a purely employer-employee relationship with Sherman, even though it sometimes extended beyond work. For instance, she attended his daughter’s wedding, Sherman enrolled in a few college courses with her grandson, and he lent her church a hog cooker. Register Now. Let somebody else do it.”
If paying an employee to “get a diagnosis,” “seek counseling,” and “attend court proceedings” isn’t enough, the measure would require employers to keep 3 years of records for every employee so the labor commissioner could inspect them at his leisure. And that’s not all.
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