Answers Posted By Kirk Brauer
This appears to be written to intimidate and shame those who take FMLA leave. It is a revolting and disturbing message. By itself, though, it is probably not unlawful unless an employee who was entitled to FMLA leave chooses not to use it because of the intimidation. That would be difficult to prove.
By itself, the memo probably does not create a hostile environment, which requires conduct that is either severe or pervasive.
However, if an employee loses his or her job or is the target of other adverse action, this message is solid evidence of this employer's animosity towards FMLA leave. In other words, this is potential evidence for proving that an adverse action was in retaliation for taking the FMLA leave.
posted Jul 3, 2020 08:58 AM [EST]
By itself, the memo probably does not create a hostile environment, which requires conduct that is either severe or pervasive.
However, if an employee loses his or her job or is the target of other adverse action, this message is solid evidence of this employer's animosity towards FMLA leave. In other words, this is potential evidence for proving that an adverse action was in retaliation for taking the FMLA leave.
posted Jul 3, 2020 08:58 AM [EST]
Unless the agreement with your employer providing you severance restricts you from engaging in other employment or side gigs, yes, you are free to find new and additional work and compensation while receiving severance.
posted May 19, 2020 2:15 PM [EST]
posted May 19, 2020 2:15 PM [EST]
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