Your company’s employee handbook lays the foundation for what the your company expects of its employees and what your employees can expect from the company. A well written employee handbook is an invaluable resource to any organization. Employers, however, need to be aware of problems that can be created by poorly drafted employee handbooks. Employers … Continue reading Employee Handbooks: A Workers’ Compensation Practitioner’s Perspective
I’ve written before on why you need to settle your workers’ compensation claim with more than just an SI-42. See post here. As I noted in that post, if your settlement includes a release of any and all employment related claims, there are a number of considerations you need to take into account, including the … Continue reading Why Should Your Workers’ Compensation Attorney Understand the Age Discrimination in Employment Act and Fair Labor Standards Act? Here’s why.
In an October 2016 memo OSHA set forth the position that drug testing employees who report injuries or illnesses was prohibited unless an employer had an “objectively reasonable basis” for conducting the test. According to OSHA, “evidence in the rule making record shows that blanket post-incident drug testing policies deter proper reporting,” and OSHA indicated … Continue reading That Post-Incident Drug Test May Now Be a Little Bit Safer Thanks to a New OSHA Memo
This post has nothing to do with workers’ compensation. It has to do with FMLA leave, which is another hat some readers of this blog wear as well. I’m sure you’ve all heard over and over again about the “Bermuda Triangle” of Workers’ Comp/ADA/FMLA so I won’t belabor that point. Suffice it to say that … Continue reading Organ Donors Qualify for Leave under the FMLA
Ok, I’ll admit, that by-line is a bit simplistic. Of course it is, certainly to the employee who has been terminated. However, a recent case made me think about whether the specter of a retaliatory discharge action should keep my clients from terminating (or taking other disciplinary action against) an employee who should legitimately be … Continue reading Retaliatory Discharge-Is It Really a Big Deal?
Following time off to recover from a work-related injury (or from a non-work related medical condition) many employers require a fitness for duty examination before allowing employees to return to their former positions of employment. There are many good reasons for having such a policy. However, as we’ve discussed before, employers need to be mindful … Continue reading Three Examples of How Employer-Sponsored Medical Examinations Can Get You in Trouble
First, a disclaimer. The first case I'm about to discuss is from California. Fortunately (from a defense attorney's perspective at least) I don't practice in California. I get the impression that a California employee can have a cause of action (and apparently even a workers' compensation claim) for their boss looking at them the wrong way. However, when … Continue reading Why You Need To Settle Your Workers’ Compensation Claims Using More Than an SI-42