As one of the co-chairs for the Employment Issues Task Force of the Maryland Chamber of Commerce, I see the employment legislation that is proposed during each Maryland General Assembly session. Some of it makes sense (although, frankly, not often), and some of it makes me scream (literally – just ask my partners). For
Laws & Regulations
Thoughts on Paid Sick Leave from a Management Lawyer
By Fiona W. Ong on
So my brilliant partner, Liz Torphy-Donzella (who also serves as General Counsel for the Maryland Chamber of Commerce), was a guest on WYPR’s “Midday with Dan Rodricks” show yesterday. She was invited to provide the management perspective on paid sick leave laws, while Jason Perkins-Cohen of the Job Opportunities Task Force, a Baltimore-area…
Employers Can Designate Leave As FMLA
By Fiona W. Ong on
So this is a follow up to my post, Employee Held to Choice Not to Invoke FMLA. A bright reader pointed out that the U.S. Court of Appeals for the 9th Circuit made a statement in its decision, which I quoted, that was quite confusing when applied in a broader context. So let’s discuss:…
Tardy While Working From Home?!!
By Fiona W. Ong on
As an employer, you might think you’ve heard all the excuses why an employee is late for work. But what if they’re working from home? Seriously, how is that even possible? Well, that’s exactly what happened in Taylor-Novotny v. Health Alliance Medical Plans, Inc.
In this case, an employee had tardiness and attendance issues from…
The One-Armed Security Guard and the ADA
By Fiona W. Ong on
“Jury Finds In Favor Of EEOC That One-Armed Security Guard Was Fired Because Of His Disability.” Wow, that’s quite a headline, isn’t it? A real eye-catcher. But that was the caption for a recent press release from the EEOC.
In this case, a one-armed man applied for a job as an “unarmed security guard” with…
FMLA = “Fraudulent Medical Leave Act”?!!
By Fiona W. Ong on
This case caught my eye because I love it when aggravated people come up with new and strikingly appropriate interpretations for acronyms – particularly in the employment law area. For example, instead of the Americans with Disabilities Act Amendments Act, ADAAA can stand for “ADAAAGH!” or “Assume Disability, Always Attempt Accommodation!” As for the Family…
Ebola in the Workplace – Practical Suggestions
Our last two blog posts talked about Ebola facts and the legal background that will frame any employer actions taken to address Ebola in the workplace. This post will offer some practical guidance on what options employers might consider. The bottom line question of interest to employers is what can they do with regard to…
Ebola in the Workplace – The Law
This is the second in a three-part series on Ebola in the workplace. In the last blog posting, I discussed the actual facts about Ebola as set out by the Centers for Disease Control – exposure, symptoms, and self-monitoring. In this posting, I will discuss the legal framework with regard to developing and implementing Ebola…
Ebola in the Workplace – The Facts
Media reports of the Ebola outbreak in West Africa, along with the recent infection of two nurses in Dallas, have raised fears of the potential spread of Ebola in the United States, and employers are increasingly concerned about what they should do to address the possibility of Ebola in the workplace. These concerns are heightened…
“Wal-Mart Door Greeter” = Old?
By Fiona W. Ong on
So, I know there are a lot of jokes about retired folks becoming a Wal-Mart greeter, even though I’m sure Wal-Mart would say that their greeters can be any age. But this joke has actually taken on legal significance – the term, “Wal-Mart door greeter” now apparently equates with calling someone “old.” At least it…