Fewer than 15% of managers and employees understand Family and Medical Leave Act laws, according to a recent report based on 2020 survey results. The second annual “The FMLA and PFL Knowledge Gap 2020: Employee and Manager Insights” report from Majesco compiled survey results from more than 1,000 participants working for businesses with anywhere from 100 to more than 10,000 employees. ...

Courts across the U.S. ruled in dozens of cases dealing with Family and Medical Leave Act labor laws over the past 12 months, and Marjory Robertson, assistant vice president and senior counsel at Sun Life Insurance, said she’s read the decision in every one.

The American Bar Association started the Survivor Reentry Project to provide national training and assistance for attorneys working with trafficking survivors seeking criminal record relief.

A Facebook photo surfaces showing an employee who’s using leave under the Family and Medical Leave Act relaxing on the beach. The photo can be used as proof of FMLA abuse in court — depending on the circumstances.

A state senator whose husband died while waiting for a transplant is proposing legislation requiring Wisconsin employers to allow unpaid leave for donating an organ.

A proposed federal regulation requiring employers to provide legally-married same-sex couples with benefits under the Family and Medical Leave Act regardless of their employees' state of residence could help clear up some complications caused by conflicting federal and state laws.

A former Caterpillar employee is suing the company, claiming he was fired illegally after his doctor checked the wrong box on a medical report.

All in attendance sat up and took notice when midway through a three-day conference on employment compliance, a branch chief of the U.S. Department of Labor’s enforcement division said that the agency expects to increase on-site investigations into whether companies are complying with the Family and Medical Leave Act.

Consider the following scenario: You are a nonunion employer who has just conducted an internal investigation into a harassment complaint by an employee (let’s call her Monica).

Say a client informs you that an executive may be discharged, and asks for advice. The executive’s high salary and superior communication skills would make this a relatively dangerous termination.

In an effort to root out employee abuse of Family and Medical Leave Act violations, employers are increasingly relying upon the “honest suspicion” defense – and winning.

11-2318 Pagel v. TIN, Inc.

11-2238 Nicholson v. Pulte Homes Corp.

11-3420 Scruggs v. Carrier Corp.

11-3400 Jones v. C&D Technologies, Inc.

A Sioux Falls mother who once worked for Midcontinent Communications has filed a federal lawsuit against the company alleging sex discrimination.

The slow economy and competitive labor market may be contributing to the upswing in discrimination claims by pregnant women in the workplace, employment attorneys say.

A state employee who was denied leave for his own sickness cannot sue the state for violating the Family and Medical Leave Act, the Supreme Court has ruled in a 5-4 decision.

10-1016 Coleman v. Court of Appeals of Maryland

The Department of Labor has announced proposed revisions to regulations implementing the Family and Medical Leave Act that would expand military family leave provisions and incorporate a special eligibility provision for airline flight crew employees.

An employer may be liable for firing a pregnant employee after being informed that she planned on taking maternity leave after she became eligible under the Family and Medical Leave Act, the 11th Circuit has ruled in reversing a dismissal.

The Supreme Court wrestled Wednesday with how a federal law that grants workers time off for family and medical reasons applies to state government workers in a case that could affect millions of them.

10-3330 Makowski v. SmithAmundsen, LLC

Employment FMLA; exacerbation

The Garland's Digest is a free web-based index of "over 4,500 summaries of federal appellate court decisions from September 1996 to May 2009 and a searchable index of over 4,500 court decisions from September 1996 to date."

Employment FMLA The termination of an employee who took time off work because of a family member’s medical emergency, but failed to communicate with the employer during the absence, did not violate the FMLA. “[T]he regulations explicitly provide that employers may require their employees to comply with their “usual and customary notice and procedural requirements” when requesting FMLA leave. Id. ...

Employment ADA; FMLA Where an employee was terminated for being intoxicated at work, the termination did not violate the ADA or FMLA. “Taking the record in the light most favorable to Ames, her ADA claims cannot survive summary judgment. For either a discrimination claim or a failure-to-accommodate claim, Ames must show that she has a disability under the ADA. Lloyd ...