Question: An employee is out on FMLA leave to care for her newborn baby. Before her leave ends, she notifies her employer that she actually does not intend to return to work. Does the employee still have any restoration rights? Can the employer recover any health care premiums they paid during the employee’s FMLA leave?Continue Reading FAQ: What Should An Employer Do When an Employee on FMLA Leave Says They Will Not be Returning to Work?
Ramona Carrillo
Partnerships Beware! Partners May Have Claims for Unlawful Retaliation under FEHA
By Ramona Carrillo on
By: James Kachmar
On May 16, 2012, a California Appellate Court issued its ruling in Fitzsimons v. California Emergency Physicians Medical Group and held that a partner could state a claim for unlawful retaliation against her partnership under the California Fair Employment and Housing Act (“FEHA”). Continue Reading Partnerships Beware! Partners May Have Claims for Unlawful Retaliation under FEHA
Employment Seminar: The Hottest Wage and Hour Issues Facing Employers Today
By Ramona Carrillo on
Posted in Wage & Hour
Download: 5-22-12 EDD Broch FINAL Verif.pdf (191.15 kB)
The Sacramento Employer Advisory Council in partnership with the Employment Development Department present the half-day seminar: "The Hottest Wage and Hour Issues Facing Employers Today."
Wage and Hour Issues
Wage and hour issues continue to plague even the most savvy employers. Navigating through a multitude of often…
Listen Up! Beth West to speak on 105.5 FM on Tuesday, May 15th at 8 a.m.
By Ramona Carrillo on
Posted in Wage & Hour
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Start Your Day Off Right… |
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Tune in to Sacramento’s Money 105.5 FM, on Tuesday May 15th at 8 a.m. and join Weintraub labor & employment attorney and SEAC Board |
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Is Compliance with an Attendance Policy an Essential Function of the Job? The Ninth Circuit says “Yes!”
By Ramona Carrillo on
Attendance at work seems like an obvious requirement to keep a job, right? The unfortunate answer often given by lawyers to that question is, “it depends.” In the employee-friendly state of California, permitting telecommuting or exemptions to an attendance policy may be a reasonable accommodation if a person has a disability. However, recently, the Ninth Circuit Court of Appeals confirmed that predictable attendance can be an essential function of certain jobs; in this case, the job of a neo-natal intensive care unit (“NICU”) nurse.Continue Reading Is Compliance with an Attendance Policy an Essential Function of the Job? The Ninth Circuit says “Yes!”