COVID-19 has presented employers with leave challenges not only for those currently suffering from COVID-19, but also for employees who have lingering residual symptoms, sometimes referred to as “long COVID.” While the effects of routine COVID-19 cases often have a limited impact on the workplace, more difficult accommodation issues can result from long COVID. Continue Reading Long COVID implications under FMLA and ADA
The term “quiet quitting” has recently been hard to avoid on the internet, in the media and in the workplace. Unlike its name implies, it has nothing to do with the employee actually quitting their job. Rather, it’s when an employee will not give more than the bare minimum and put in any extra effort. Employers can attempt to improve performance by such employees by ensuring they have good managers in place throughout their organizations.
How Constellium should inform employers’ policies and practices
Assume an employee writes the words “whore board” on company overtime sign-up sheets. Serious misconduct, right? In fact, the employer faced with this situation terminated the employee for offensive conduct.
In Constellium Rolled Products Ravenswood, LLC v. NLRB, the U.S. Court of Appeals for the District of Columbia agreed with a National Labor Relations Board (NLRB) decision finding the termination was unlawful. The case illustrates that National Labor Relations Act protections sometimes can trump an employer’s right to regulate potentially offensive language at work.
Recently, the Federal Motor Carrier Safety Administration (FMCSA) modified certain regulations impacting commercial drivers. The Final Rule made two changes related to the hours of service regulations for commercial drivers. Driver advocates challenged the new regulations and the dispute ultimately went to the Court of Appeals for the D.C. Circuit. The lawsuit alleged that the revised regulations were arbitrary and capricious. The Court of Appeals upheld the regulations.
*Special thanks to Porter Wright summer law clerk, Grace Brown, for her assistance with this post.
It’s the summer of 2020, and someone from your company posts to her public Facebook page saying, “If Black people truly wanted equality, then they wouldn’t be isolating themselves into a separate group with Black Lives Matter. All lives matter!”
Your social media marketing team discovers the employee’s post after it was shared by someone who accuses that employee, and your company, of being racist.
Over two years after the COVID-19 pandemic began and many employees switched from coming into a workplace to working at home, Ohio has amended the workers’ compensation laws to reflect the current work environment. Effective Sep. 21, 2022, this new legislation expands the definition of a compensable workplace injury to include some injuries sustained within the employee’s home, if certain criteria are met.
With increasing frequency, employers are raising the question about what can (or can’t) be done with employees who speak about polarizing issues, whether at work or in a way that affects the work environment. This question is arising often because of our current social and political climate. The legal and practical implications are complex. Continue Reading Employees and free speech
The United States Court of Appeals for the Third Circuit recently issued an opinion that reversed a decision by the National Labor Relations Board about whether a comment by a management representative was a threat to workers or a mere joke. The NLRB decision sheds interesting light on how remarks, such as this specific employer’s tweet, meant in jest can backfire. Fortunately for this employer, on appeal the Third Circuit “got the joke.”
The COVID-19 pandemic took its toll on the mental health of employees. Employees struggled to adjust to the multiple burdens of working from home, caring for family members and achieving work-life balance. Continue Reading Mental health claims on the rise: New normal for disability-related charges?
What is Equal Pay Day?
Equal Pay Day is designated each year by the National Committee on Pay Equity to mark how far women in the United States must work into the year to be paid the same as men in the year prior. This year, Equal Pay Day was determined to be March 15, 2022. Continue Reading Executive actions to increase pay equity announced in conjunction with Equal Pay Day