Alternative Dispute Resolution (ADR) in the employment arena has been a hot topic for a couple of decades now. ADR, of course, comes in a variety of flavors – mediation and arbitration are a couple of them. But essentially, the ADR concept is to find ways other than a lawsuit in court to resolve claims […]
Meal Periods On Plane Are Not Compensable Time
Ed Alonso worked for Akal Security, Incorporated (“Akal”) as an Aviation Security Officer (“ASO”). ASO’s supervise people being deported from the United States during domestic travel between holding facilities and international travel to the deportees’ home countries. Once deportees are transported to their home countries, ASO’s take a return flight to the United States. Akal’s policy […]
Proposals Introduced For National Paid Leave Law
Congress is exploring proposals for providing workers with paid parental leave law, which is something President Trump advocated in his most recent State of the Union address. The President’s plan, outlined in his 2020 budget proposal, calls for six weeks of paid leave for new parents to recover from childbirth and bond with a new […]
The Maryland Healthy Working Families Act… One Year Later (A Webinar)
In follow up to our earlier communications about revisiting the MHWFA one year later, Randi Hyatt and Garrett Wozniak have prepared a 35-minute webinar discussing: (1) the current status of the MHWFA; (2) best options for handling discipline and leave abuse issues; and (3) possible legislative changes in the pipeline. You may watch/listen to the […]
Two Important Wage-Related Updates
By Alexander P. Berg on March 8, 2019 in Agency Activity, Legal Developments, Legislative Developments, Wage & Hour
This has been an action-packed week on the wage and hour frontier. Two important decisions at the federal level are expected to significantly impact most employers going forward. Revised Overtime Rule First, on Thursday evening, the Department of Labor (DOL) announced its long-awaited proposed rule to update the salary exemption threshold under the Fair Labor […]
Just Ask: Failure To Inquire Whether Mental Illness Is a Serious Health Condition Risks FMLA Liability
Properly handling of mental illness under employment laws remains a challenge for employers. One of the most common misconceptions is that such conditions don’t trigger protected leave. A recent Fourth Circuit case however reminds us that notice to invoke Family and Medical Leave Act (FMLA) benefits does not require “any magic words,” and when it […]
New York City Mandatory Sexual Harassment Training Law Set to take Effect April 1st
Pursuant to the Stop Sexual Harassment in New York City Act, employers with 15 or more employees must conduct annual interactive sexual harassment training starting April 1, 2019. To help employers determine training obligations under the Act, the New York City Commission on Human Rights has issued a Frequently Asked Questions (FAQs)document. A summary is […]
Employer Escapes Liability For Customer Sexual Harassment Of Employee
Earlier this week, a federal court in Oklahoma found that a former delivery driver for an auto parts store could not succeed on her sexual harassment claim based on a store customer’s conduct. Paden v. O’Reilly Auto. Stores, Inc., No. 4:2017-cv-00621 (N.D. Okla. Feb. 19, 2019). Paden began delivering auto parts for O’Reilly in March […]
How High? Court Rejects Employer’s Belief That Employee Was Impaired At Work
It’s no secret that legalized medical and recreational marijuana use is on the rise and causing employers to deal with their employees’ rights, if any, that come with it. Recently, an Arizona court found for an employee in a case of discrimination under the Arizona Medical Marijuana Act (AMMA). Whitmire v. Wal-Mart Stores Inc., Case […]
Lactating KFC Employee Able To Use Denial Of Proper Place To Express Milk As Evidence In Her Sex Harassment Claims
By Randi Klein Hyatt on February 14, 2019 in Lactation In The Workplace, Sex Discrimination, Sexual Harassment
The Fair Labor Standards Act (FLSA) requires employers to provide reasonable break time for an employee to express breast milk for her nursing child for up to one year after the child’s birth. Employers are also required to provide a place, other than a bathroom, that is shielded from view and free from intrusion from […]
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- Fax: (410) 727-4391
- Email: jstrong@kollmanlaw.com
- Jo Ann Strong, Office Manager