The 7th Circuit Court of Appeals has ruled that simply discouraging an employee from filing a FMLA request is enough to have violated the employee’s rights.
The 7th Circuit Court of Appeals has found that just because an employee is out on FMLA leave or has recently returned from FMLA leave, it does not mean an employer cannot terminate that employee for legitimate performance issues.
The Court of Appeals for the 8th Circuit recently ruled in favor of an employer that denied additional time off as an accommodation under ADA and FMLA rules.
A legal decision in favor of an employer puts additional burden on an employee to show whether they worked overtime without compensation.
The Department of Labor has issued new guidance on the Families First Coronavirus Response Act that may not require companies to offer paid leave in certain situations.
