Employer 2009 “to do” list
An employee who is unable to return to work after 12 weeks of FMLA leave no longer has the protections of that act
FMLA protects the intention to take leave at a future date.
Plaintiff bears the ultimate burden of proving retaliatory motive
Retaliatory discharge claim may not have to be specified in EEOC charge
Employer does not violate FMLA by having daily call-in policy
Court finds apprentice program constitutes “joint employer” for purposes of FMLA coverage
Reduction in force sufficient to overcome pretext argument in retaliation case
Lack-of-specific-knowledge not sufficient to avoid liquidated damages under FLSA
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