It is unlikely that you baked a cake or threw a birthday party for one of America's most treasured worker protections. Though the Family and Medical Leave Act turned 24 a few days ago to little fanfare, the event did not pass by unnoticed.
In the final days of the Obama administration, the Department of Labor and the Occupational Health and Safety Administration (OSHA) updated the penalties for employment law violations.
Business Management Daily says it has been giving "sound business advice" for 75 years. The publication recently gave advice to employers who might be considering demoting a worker who is returning from a lengthy medical leave: pause.
The U.S. 7th Circuit Court of Appeals recently delivered a series of setbacks to a Milwaukee company. Not only did the court uphold a jury's verdict against Miller Compressing Company, but it also ruled that the plaintiff's attorney fees must be paid.
Virtually every employee has wondered at one time or another what their employer is thinking. The online publication HR Dive gives human resources professionals information about their industry, while giving the rest of us insight into what employers, managers and the folks in HR are thinking.
People misunderstand each other. It is simply part of the human condition. But when an HR director misunderstands an employee's use of Family and Medical Leave Act benefits, it can sometimes lead to inappropriate treatment of the worker that can include a denial of FMLA benefits or termination from a job.
It is a 6-hour drive southeast of Milwaukee to get to Florence, Kentucky. The modest city of nearly 30,000 residents has found itself at the center of a dispute over pregnancy discrimination.
Virtually everyone is agreed that red tape makes government bureaucracy a nightmare. So it is perhaps not surprising that workers are increasingly using the courts rather than the Labor Department when Family and Medical Leave Act rights have been violated.
"No more babies." That is what the president of a company allegedly said to employees during a staff meeting. The part-owner of a plant nursery also reportedly told female employees at the meeting that the next person to get pregnant should simply stay at home and consider herself fired. As you know, discrimination on the basis of pregnancy is prohibited by the Wisconsin Fair Employment Act.
As readers of our Milwaukee employment law blog know, we track a number of important issues in this space. In recent weeks, we have addressed matters such as violations of the Family and Medical Leave Act (FMLA), incidents of sex discrimination in the workplace, concerns about maternity leave, disability discrimination and more.