“Direct evidence” is evidence that, if believed, leads to the conclusion that discrimination was at least one motivating factor in an adverse employment action. An employer’s termination letter, stating that the employee was being terminated due to her inability to do her job during a medical leave, was “direct evidence” of discrimination sufficient to support
May 2012
Taking FMLA leave does not affect employee’s obligations under non-FMLA attendance policies.
By Maria Danaher on
Posted in FMLA, Termination
Employment termination during an employee’s leave under the Family and Medical Leave Act (FMLA) may constitute “interference” with that leave. However, an employer typically does not violate the FMLA if it terminates an employee for failing to comply with the company’s policies regarding absences, even if those absences occur during a protected FMLA leave. A…
Public policy exception to at-will employment may preclude employer from firing employee for on-premises weapon in certain states.
By Maria Danaher on
Posted in Weapons in workplace
‘guns in the workplace’ ‘weapons in the workplace’ ‘workplace violence’ ‘concealed weapons’…
Continue Reading Public policy exception to at-will employment may preclude employer from firing employee for on-premises weapon in certain states.