May 14, 2021 at 12:21 PM
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Former Tennessee Titans sports field assistant Paul Miller has filed a lawsuit against Tennessee Football, Inc., the corporate entity that owns the team. His claims relate to being fired after contracting coronavirus.
Specifically, Miller alleges in his complaint filed in the U.S. Middle District of Tennessee that the Titans violated the Family Medical Leave Act of 1993 and the Fair Labor Standards Act when it terminated his employment. He says that his firing had nothing to do with a failure to perform his job duties, which included preparing the Titans’ practice and game field during the regular season.
DaVita Healthcare Sued for Pregnancy Discrimination, Particularly During COVID-19
May 13, 2021
On Wednesday, a mother of two filed a complaint against DaVita Healthcare Partners Inc. and DaVita, Inc. (collectively, DaVita) in the Southern District of New York, alleging that DaVita discriminated against the plaintiff “on the basis of gender, pregnancy status and caregiver status,” in which the plaintiff’s pregnancy and status as a mother allegedly led “to pretextual disciplinary action and her eventual termination.”
The plaintiff claimed that she has exhausted her administrative remedies by timely filed a Charge of Discrimination with the U.S. Equal Employment Opportunity Commission with claims under Title VII and the Pregnancy Discrimination Act.
Mandel Ngan/AFP/Getty Images
President Joe Biden recently unveiled his American Families Plan, a $1.8 trillion proposal that, among other things, would provide 12 weeks of paid leave to workers caring for new children or a sick family member. Perhaps as important, the proposal could also fundamentally change how the US government defines “family.”
The current law of the land is the Family Medical Leave Act (FMLA), from 1993, which requires large employers to allow workers to take leave for qualified family or medical reasons, but does not require that employees be paid during the time off. And not everyone can take advantage of it. When it comes to unpaid leave, the federal government’s current definition of who counts as family is tied pretty closely to the idea of a nuclear one: married partners and children under the age of 18. That leaves out a massive percentage of the population; just 18.4 percent of Americans live in traditional nuclear-family households.
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As the COVID-19 vaccine rolls out to bring the pandemic under control, many employers are reimagining the future of their traditional workplace and the future includes remote work! A recent study estimates that 25-30% of the workforce will continue to work remotely multiple days a week by the end of 2021.
Whether teleworking has long been a facet of your company’s culture since before COVID-19, or whether it has now become a staple of your operations because of COVID-19, the following five tips will help you meet the permanent teleworking needs of your workforce without losing focus on legal compliance.