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Federal Court Decision Supports Strict Call-In Procedures

Posted on May 20, 2014 by

Many employers maintain no-fault attendance policies requiring advanced notice of absences and a voluntary quit provision when an employee fails to report to work for two days without providing notice. These policies assist companies in meeting client deadlines and properly monitoring employee performance. The Sixth Circuit Court of Appeals recently ruled that an employer may […]

Duty to Accommodate Pre-Existing Conditions of an Employee?

Posted on May 20, 2014 by

There has always been a question whether an employer is required to provide accommodations to an employee who has suffered an injury that impacts the employee’s ability to work when the injury occurred before the employee was hired. These types of injuries are called pre-existing injuries or pre-existing conditions and many employers believe they do […]

What’s in Store for the Future – National Labor Relations Board

Posted on May 20, 2014 by

On August 22, I spoke to the Employment Law Institute sponsored by the State Bar of Wisconsin on the topic of, “National Labor Relations Board:  What Will the Future Bring?” This topic focused on the recent congressional approval of new members to the NLRB which will eliminate legal challenges going forward to decisions made by the […]

IRS Announces Recognition of Legally Married Same-Sex Couples

Posted on May 20, 2014 by

Earlier today, the U.S. Department of the Treasury and the Internal Revenue Service (IRS) announced that all legally married same-sex couples, regardless of where they live, will be recognized for federal tax purposes, including income, estate, and gift taxes. The Supreme Court of the United States’ decision on June 26, 2013 declaring the federal Defense […]

Federal Court Upholds NLRB Approval of Mini-Bargaining Unit

Posted on May 20, 2014 by

A recent decision by the 6th Circuit Court of Appeals (the Federal Court covering the states of Kentucky, Michigan, Ohio and Tennessee) held that the NLRB decision allowing for a “mini-union” was a valid and proper exercise of Board authority. In this case, the NLRB approved a bargaining unit that was comprised of a small […]

Obesity as a Protected Category?

Posted on May 20, 2014 by

I have written blogs in the past about obesity not being a protected category under the Americans with Disabilities Act and the Wisconsin Fair Employment Act. Over the weekend, the American Medical Association announced that obesity should now be considered a disease. It is anticipated that insurance companies will now recognize obesity as a covered […]

Government Paralysis – Potential Liability Still Exists

Posted on May 20, 2014 by

The news today talks about “government paralysis” and the likelihood that government will not re-focus for several weeks until everything is decided regarding the continuing resolution debate and the debt limit debate. A caution to employers however, that the government paralysis does not mean that you are protected from potential liability for violation of discrimination […]

Treat Employees the Same – Avoid Discrimination Claim

Posted on May 20, 2014 by

A recent decision from the Seventh Circuit Court of Appeals (governing Wisconsin) accents the importance of an employer treating employees the same especially in the event of disciplinary action issued to an employee. In this decision, the employer terminated a Hispanic employee but only reprimanded a non-Hispanic employee for conduct in violation of company policies […]

FMLA Leave May Be Involuntary – But Risky Proposition

Posted on May 19, 2014 by

A few days ago a prospective client flippantly asked me if it could force one of its employees to take FMLA leave. The prospective client was surprised to learn that the answer may be yes [under the right circumstances, of course assuming the employee is eligible for FMLA leave and the reason for the absence […]

“I always feel like somebody’s watching me.”

Posted on May 19, 2014 by

Recently a client’s Human Resources Manager complained to me that there was “nothing” the company could do to prevent an employee from “faking a migraine” when she felt like taking off in the middle of the day. This particular employee was certified for intermittent leave under the Family Medical Leave Act, but the same question […]