All employers (at least, those with 50 or more employees) must deal with the issue of whether or not the ADA requires them to allow “disabled” employees to take additional time off of work after they have exhausted their FMLA leave as “reasonable accommodation.” The EEOC has even taken the position that an employer must allow unpaid leave until it can prove that it would be an “undue burden” to continue to do so.
On September 20, 2017 the Seventh Circuit Court of Appeal issued a ruling that is remarkable in its common sense. In Severson v. Heartland, the Seventh Circuit held that Heartland had not violated the ADA when it terminated Mr. Severson upon the expiration of his 12 weeks of FMLA leave rather than allowing him an additional two to three months of leave to recover from back surgery.
Continue reading “Three Cheers For the Seventh Circuit”
Today’s SHRM Daily Newsletter contains an article entitled “Leave Employees Alone During FMLA Time Off”. In the article, the author admonishes employers to rarely “call an employee in” or to contact the employee for work-related purposes while the employee is on FMLA leave. I agree with the author. If you contact an employee regarding work while they are on FMLA leave, you are asking to be sued and, I would never actually ask them to come in to work for anything short of a dire emergency. One element that the author did not stress is that all such work must be 100% voluntary. If the employee feels threatened or coerced to perform the work while on leave, you have violated the Act, even if you allow them to continue their leave and reinstate them when they are released to return to work.
Having said that, if you find that you absolutely must contact an employee while they are on FMLA leave, don’t forget your obligation to compensate them for the time.
Continue reading “Can You Contact an Employee While They are on FMLA Leave?”
You may recall that in February 2016, the EEOC issued a rule amending the Form EEO-1. The rule would require private employers with 100 or more employees to gather and submit pay data along with their EEO-1 reports. Many employer-groups complained that complying with the new rule would require an inordinate amount of time and manpower, and result in no real employee benefit. The deadline for the new EEO-1 reports is currently March 31, 2018.
Last week the House Committee on Appropriations may have taken a vote that effectively kills the new rule. On July 13, 2017, the Committee voted to limit the EEOC’s ability to implement its revised EEO-1 and voted in an amendment to the Appropriations Bill which states that “[n]one of the funds made available by this Act may be used by the Equal Employment Opportunity Commission for the ‘collection of information,’ . . . from employers relating to employees’ earnings and hours worked . . . .”
If the Appropriations Bill is ultimately passed, it is unlikely that the EEOC’s revised EEO-1 will be implemented in 2018 as scheduled. This will undoubtedly save employers both time and money associated with the burdensome collection and analysis of the revised EEO-1’s pay data.
Good news! OSHA has rescinded an interpretation letter commonly referred to as the “Fairfax Memo.” It has also removed a related guidance from OSHA’s Field Operations Manual.
The Fairfax Memo mandated that non-employees, aka union business agents, must be permitted to accompany OSHA during the walk-around portion of an inspection. Examples mentioned in the memo of who could participate in the inspection included officials of labor organizations that did not represent the employer’s employees and “community organizers.” Continue reading “OSHA Withdraws Fairfax Memo, Employers Are No Longer Required to Allow Non-Employees to Accompany OSHA Investigators”
In 2014, President Obama signed the ironically entitled Fair Pay and Safe Workplaces Executive Rule. This Rule would have required large federal contractors, and their subs, to disclose violations of fourteen state and federal labor laws when bidding on federal contracts. The Rule also forbade the use of mandatory employment arbitration agreements by federal contractors with certain contracts. Last, the Rule required contractors to provide employees with wage statements containing certain information. All aspects of the Order, other than the wage statement provision went into effect January 1 of this year. Continue reading “Good News for Federal Contractors – President Trump Blocks Implementation of Obama “Blacklisting””
The Occupational Safety and Health Administration (OSHA) announced today that it will delay enforcement of the anti-retaliation provisions of the revised recordkeeping regulation until December 1, 2016. This delay is at the request of the Texas Court considering the Complaint and request for injunction filed by several industry groups in Texas. This is the second time that OSHA has delayed implementation of the new regulation.
Employers should plan as if OSHA will begin to enforce the new regulation on December 1 and consider how to revise their post-accident and safety incentive policies.
You may have tried to put it out of your mind, but the thing that we have been dreading is right over the horizon. No, not the Presidential election. (Does anyone else miss the days of Jimmy Carter?) I am talking about the deadline for employers to increase the minimum salary for exempt employees announced by the Department of Labor in May. December 1, 2016 is the current deadline to increase the minimum salary to $913 per week, $47,476 per year. Since the deadline falls on a Thursday, employers will probably actually implement the new salary level in late November. Continue reading “Reminder – FLSA Salary Increase Deadline is Approaching”