Court rejects FMLA interference claim of employee who mentioned a “kill list”

An employer didn’t violate the federal Family and Medical Leave Act (FMLA) when it fired an employee on FMLA leave who had told a coworker that her husband had a “kill list” with her supervisor’s name on it, ruled a federal district court.

Use caution when dealing with workplace gossiping rules

Employers should tread lightly when prohibiting gossip in the workplace. That’s the latest lesson from a National Labor Relations Board administrative law judge in a ruling against a company’s no-gossip policy (Laurus Technical Institute, NLRB ALJ, Dec. 2013).

Safety and Health  

Distractions from mobile phones can pose big safety risks

These days people are so coupled to their mobile phones that it’s like a bodily appendage.

Q&AWage and Hour  

Does a written policy shield an employer from claims of “off-the-clock” work?

Q: Our company has a very strict written policy in our employee handbook which requires employees to accurately report all regular and overtime hours worked. Employees must verify their hours by signing their time report each pay period. Can we deflect any “off-the-clock” claims by simply relying on the written policy?

HiringLeave LawsWage and Hour  

New California employment-related laws to take effect in 2014

Governor Brown has recently signed a flurry of California bills into law.

Hiring references: Loose lips lead to retaliation claim

Ever breathe a sigh of relief when certain employees depart? When you get a request for a reference from a potential employer regarding your ex-employee, you should carefully consider the information you share. That’s one of the lessons from a recent federal district court case alleging retaliation.

Wage and Hour  

CEO may be individually liable for wage violations

If your CEO or President is spending more time in the stock room than the Board room, they might end up having to pay wage claims from their own pocket.

Labor Relations  

Employer does not have to accommodate disability that alters essential job function

In this case a long term, union-represented employee bid on a job opening for which she was the senior bidder.