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July 2016 Archives

Technology helps track FMLA eligibility and manage leave data

Employers likely find it difficult to track and manage employee leave allowed by disability plans, state laws and the Family and Medical Leave Act. However, software solutions are delivering some relief for administrators. It might help if California workers are aware of these options and know which ones their employers are using.

How to safeguard FMLA rights in California

If an employee has been granted FMLA leave, his or her employer cannot take adverse actions against that person. One employer that violated the Michigan Persons with Disabilities Civil Rights Act was found liable for $500,000 in damages for doing just that. The case involved an employee at Covenant Medical Center, Inc. who was told to take continuous leave after a supervisor raised concerns about her taking intermittent FMLA leave.

Employer education about sexual harassment considered weak

California state law requires employers to train supervisors about sexual harassment. A human resources expert from HRM Consulting, however, said that the training does not create a sufficient effect on workplaces. Two-thirds of classes for supervisors are online courses, and she believes that they lack the impact that offline seminars could offer, especially if they included face-to-face contact with actual victims.

Online postings by employees may be protected speech

Many California residents visit online review portals like Yelp or Angie's List before choosing a restaurant or hiring a plumber, and the information age has given ordinary people the ability to make their feelings known to a vast audience. Online ratings and reviews have changed the way the nation dines, shops and does business, but the Internet also allows unhappy employees to post accounts of workplace harassment or mistreatment.

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Avila & Shaddow Attorneys at Law

Southern California
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