This week, it was reported that Sony has submitted a patent application for a camera small enough to fit within a contact lens worn directly on the
Many of the devices that we take for granted are microphone-enabled. This applies not only to familiar home technology like televisions, but also
Per statistics compiled by the United States Occupational Safety and Health administration, homicide is the leading cause of death for women in the
On June 27, 2011, the United States Supreme Court granted a state employee's petition to review a ruling by the Fourth Circuit Court of Appeals denying his FMLA claim.
On May 19, 2011, the United States District Court for the Western District of Pennsylvania held in Pellegrino v. Communication Workers of America that an employer's enforcement of its rule requiring that employees not travel outside the immediate vicinity of their homes (with some limited exceptions, including for medical treatment) during paid leave did not violate the FMLA.
On January 24, 2011, a unanimous eight-member panel of the US Supreme Court held that an employee who has not engaged in protected activity is permitted to proceed with a retaliation claim under Title VII of the Civil Rights Act of 1964 (Title VII) - where the employee is subjected to retaliation due to protected activity engaged in by another individual and is in the zone of interests protected by Title VII.
In an opinion issued on September 27, 2010, the Ninth Circuit tackled the question of when a new employer is a successor-in-interest to a former employer under the FMLA.
One of the lesser known provisions of the recently adopted Patient Protection and Affordable Care Act protects nursing mothers.
In Moran v. Redford Union School District, the United States District Court for the Eastern District of Michigan recently held that an employee with a history of absenteeism who requested FMLA leave but took a vacation in Florida was not retaliated against in violation of the FMLA when she was terminated for refusing to sign a last chance agreement.
For employers that permit employees to accrue 12 weeks of FMLA leave on a calendar year basis (or do not specify any other method in their policies), January 1, 2010 will mean a clean slate for any employees who may have exhausted their 12 weeks of FMLA leave in 2009.