As we noted in a prior post, the specific language in a Family Medical Leave Act notice, is critical since employees commonly rely on such information so that they can make informed decisions about when and how much unpaid leave they can take.
The difference between bullying and harassment
It goes without saying that no one likes a bully. At the same time, being harassed isn’t much fun either. Both behaviors are deplorable, so it’s almost like the difference between tomato (to-MAY-to) and tomato (to-MAH-to).
Language in FMLA leave important, court says
As an employee, would your choices about leave be different if you knew that your job was safe upon your return? Chances are that the answer would be “yes.” At least a federal appeals court would say so as well.
Name calling in the workplace can be actionable
The old saying “sticks and stones may break by bones, but names will never hurt me” may not apply in the employment law context. After all, name calling can create psychological trauma and may even be the legal basis for a Title VII discrimination suit.
Language in FMLA notices important, court rules
As an employee, would your choices about leave be different if you knew that your job was safe upon your return? Chances are that the answer would be “yes.” At least a federal appeals court would say so as well.
