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Current Issues in Labor &
Employment Law:
What to Expect in 2011
Presented By:
G. Mark Jodon & Alexis C. Knapp
Agenda
• Employee Leaves Under the “New” ADA &
  FMLA
• Increased Agency Enforcement
• Emerging Social Media Issues in the
  Workplace
• The Rise in Retaliation Claims
Employee Leave Issues
  Under the “New”
   ADA and FMLA
ADA Basics Still in Effect
• The anti-discrimination piece
• The affirmative obligation piece – to
  reasonably accommodate
• Major Issues
  – Who is covered – “qualified individuals with a
    disability”
  – How far an employer has to go – the “undue
    hardship” standard
The ADA Amendments Act (ADAAA)

• More employees and applicants may
  qualify as “disabled”
• The increased importance of the
  interactive dialogue
• Getting creative with reasonable
  accommodations
• Regulations coming soon
• Unanswered questions
FMLA Basics Still in Effect
• Who Can Take Leave – Employees Who:
  – Have a qualifying reason for leave;
  – Work for a covered employer – 50+;
  – Are employed at a worksite with 50+ people in a
    75-mile radius; and
  – Have been employed for at least 12 months and worked
    1,250 hours during the preceding 12 months.
• What it Provides
  – Unpaid leave (12 or 26 weeks)
  – Maintenance of benefits
  – Reinstatement rights
Changes in the Recent FMLA
Regulations
• Helpful clarifications for employers
   – Enforcement of policies, bonuses, additional time,
     increased utility of medical documentation
• Some increases in employee rights
   – Light duty rules, ripening of leave, military leave
• New forms: http://www.dol.gov/whd/fmla/
• Changes since the regs?
   – Military adjustments
   – Who is a “child” for FMLA purposes
   – Flight attendant rules (others coming?)
The Inevitable Overlap
ADA, FMLA, Workers’ Comp
• Different Origins and Purposes
  – FMLA – serious health condition
    (job and benefits)
  – ADA – qualified individuals with disabilities
    (accommodation and non-discrimination)
  – Workers’ comp – on-the-job injuries
    (medical expenses and wage replacement)
• Employees who qualify for all three?
The Inevitable Overlap
ADA, FMLA, Workers’ Comp
• What the EEOC has to say
• What will be “reasonable?”
  – Concerns over your beloved neutral absence
    control/no-fault attendance policies
  – Light duty policies
Increased Agency
  Enforcement
Increased Agency Enforcement
EEOC
• 2010 – Another record year for
  discrimination charges
• Age-based stereotypes
• ADA: Neutral Attendance Policies vs.
  reasonable accommodation obligation
• GINA
• Retaliation: #1 Charge
Increased Agency Enforcement
DOL - Wage & Hour Division
• Investigative Focus
  – In 2009, hired 250 new investigators; in 2010,
    100 more
  – The “We Can Help” Campaign
     • http://www.dol.gov/wecanhelp/
  – Misclassification
     • Employee v. Independent Contractor
     • Exempt v. Non-Exempt
  – Off-the-Clock Issues
     • Travel
     • Meetings
     • Preliminary/Postliminary Activities
• Costly Remedies
Increased Agency Enforcement
NLRB
• Disguised “EFCA” Initiatives
• Expected Reversals in NLRB cases
• Employee Handbooks used to support ULP
  charges
• Facebook: Protected Concerted Activity?
• NLRA policy carve out
Emerging Social Media
Issues in the Workplace
Social Media: Changing the
Landscape (again)
• “Web 2.0”
• Facebook, Twitter, MySpace, LinkedIn,
  blogs, company web boards, “vent” sites,
  etc.
• Expanded discrimination, harassment and
  retaliation concerns – are your policies
  inclusive enough?
• “Friend” requests between employees and
  management
• Providing “LinkedIn” references for former
  employees
Social Media Landmines for
Employers (so far...)
• Concerted activity and unlawful
  surveillance
  – Hawaiian Airlines
• Accessing restricted pages
  – Houston’s Restaurant
• Monitoring text messages
  – Ontario Police Department
Retaliation
Retaliation
•   2010: 36% of all EEOC Charges
•   Elements of the Claim
•   Direct & Circumstantial Evidence
•   U.S. Supreme Court opens door for even
    more retaliation claims
    – Thompson v. North American Stainless, LP
• Review Your Anti-Retaliation Policies
• Train Your Supervisors
Thank You! Questions?

        G. Mark Jodon
         713.652.4749
       mjodon@littler.com

        Alexis C. Knapp
         713.652.4706
       aknapp@littler.com

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Current Issues in 2011 Labor and Employment Law

  • 1. Current Issues in Labor & Employment Law: What to Expect in 2011 Presented By: G. Mark Jodon & Alexis C. Knapp
  • 2. Agenda • Employee Leaves Under the “New” ADA & FMLA • Increased Agency Enforcement • Emerging Social Media Issues in the Workplace • The Rise in Retaliation Claims
  • 3. Employee Leave Issues Under the “New” ADA and FMLA
  • 4. ADA Basics Still in Effect • The anti-discrimination piece • The affirmative obligation piece – to reasonably accommodate • Major Issues – Who is covered – “qualified individuals with a disability” – How far an employer has to go – the “undue hardship” standard
  • 5. The ADA Amendments Act (ADAAA) • More employees and applicants may qualify as “disabled” • The increased importance of the interactive dialogue • Getting creative with reasonable accommodations • Regulations coming soon • Unanswered questions
  • 6. FMLA Basics Still in Effect • Who Can Take Leave – Employees Who: – Have a qualifying reason for leave; – Work for a covered employer – 50+; – Are employed at a worksite with 50+ people in a 75-mile radius; and – Have been employed for at least 12 months and worked 1,250 hours during the preceding 12 months. • What it Provides – Unpaid leave (12 or 26 weeks) – Maintenance of benefits – Reinstatement rights
  • 7. Changes in the Recent FMLA Regulations • Helpful clarifications for employers – Enforcement of policies, bonuses, additional time, increased utility of medical documentation • Some increases in employee rights – Light duty rules, ripening of leave, military leave • New forms: http://www.dol.gov/whd/fmla/ • Changes since the regs? – Military adjustments – Who is a “child” for FMLA purposes – Flight attendant rules (others coming?)
  • 8. The Inevitable Overlap ADA, FMLA, Workers’ Comp • Different Origins and Purposes – FMLA – serious health condition (job and benefits) – ADA – qualified individuals with disabilities (accommodation and non-discrimination) – Workers’ comp – on-the-job injuries (medical expenses and wage replacement) • Employees who qualify for all three?
  • 9. The Inevitable Overlap ADA, FMLA, Workers’ Comp • What the EEOC has to say • What will be “reasonable?” – Concerns over your beloved neutral absence control/no-fault attendance policies – Light duty policies
  • 10. Increased Agency Enforcement
  • 11. Increased Agency Enforcement EEOC • 2010 – Another record year for discrimination charges • Age-based stereotypes • ADA: Neutral Attendance Policies vs. reasonable accommodation obligation • GINA • Retaliation: #1 Charge
  • 12. Increased Agency Enforcement DOL - Wage & Hour Division • Investigative Focus – In 2009, hired 250 new investigators; in 2010, 100 more – The “We Can Help” Campaign • http://www.dol.gov/wecanhelp/ – Misclassification • Employee v. Independent Contractor • Exempt v. Non-Exempt – Off-the-Clock Issues • Travel • Meetings • Preliminary/Postliminary Activities • Costly Remedies
  • 13. Increased Agency Enforcement NLRB • Disguised “EFCA” Initiatives • Expected Reversals in NLRB cases • Employee Handbooks used to support ULP charges • Facebook: Protected Concerted Activity? • NLRA policy carve out
  • 14. Emerging Social Media Issues in the Workplace
  • 15. Social Media: Changing the Landscape (again) • “Web 2.0” • Facebook, Twitter, MySpace, LinkedIn, blogs, company web boards, “vent” sites, etc. • Expanded discrimination, harassment and retaliation concerns – are your policies inclusive enough? • “Friend” requests between employees and management • Providing “LinkedIn” references for former employees
  • 16. Social Media Landmines for Employers (so far...) • Concerted activity and unlawful surveillance – Hawaiian Airlines • Accessing restricted pages – Houston’s Restaurant • Monitoring text messages – Ontario Police Department
  • 18. Retaliation • 2010: 36% of all EEOC Charges • Elements of the Claim • Direct & Circumstantial Evidence • U.S. Supreme Court opens door for even more retaliation claims – Thompson v. North American Stainless, LP • Review Your Anti-Retaliation Policies • Train Your Supervisors
  • 19. Thank You! Questions? G. Mark Jodon 713.652.4749 mjodon@littler.com Alexis C. Knapp 713.652.4706 aknapp@littler.com