Hottest  Legal HR Issues in 2011  & Beyond John E. Lyncheski, Esq.
FLSA ( Wage & Hour) Lawsuits <ul><li>“ Old” Law—New (and Big) Problems </li></ul><ul><li>Emerging as #1 in employment case...
Florida US DOL Wage &  Hour Division Offices <ul><li>Jacksonville Office from 20 to 29 Investigators </li></ul><ul><li>Tal...
HEALTH CARE  VULNERABILITY! <ul><li>Singled Out for Unprecedented US DOL W&H Division Audits  </li></ul><ul><li>24/7/365 <...
Most Common FLSA Violations <ul><li>“ Regular rate” </li></ul><ul><li>Misclassification as “exempt” </li></ul><ul><li>Impr...
FLSA Section 7 (j) <ul><li>“ 8 & 80” </li></ul><ul><li>“ More stringent state laws” </li></ul><ul><li>PA cases </li></ul><...
Turner v. Mercy Health System Philadelphia Ct. Common Pleas (March 10, 2010) <ul><li>FLSA does not preempt PA Minimum Wage...
US DOL Attorney Referral Initiative:  “Bridge to Justice Program”
“ Bridge to Justice” <ul><li>Protect information provided to DOL in investigation </li></ul><ul><li>“ Confidential & Propr...
GET YOUR FLSA HOUSE IN ORDER BEFORE IT IS TOO LATE
FLSA Prevention Advice <ul><li>Supervisor   Training!!!!! </li></ul><ul><li>Vulnerability Trench Audit </li></ul><ul><li>C...
IMPACT OF HEALTH CARE REFORM ON FLSA <ul><li>PPACA  § 4207 a mends FLSA </li></ul><ul><li>Mandatory breaks for nursing mot...
New “Law” Without New “Legislation” <ul><li>Changing of the guard in D.C. </li></ul><ul><li>Very pro labor and very pro em...
U.S. Department of Labor U.S. DOL  SECRETARY SOLIS
National Labor Relations Board
EEOC
OFCCP
OHSA
EMPLOYER’S
U.S. Department of Labor U.S. DOL  SECRETARY SOLIS
U.S. DOL Statement of Regulatory & Deregulatory Priorities <ul><li>“ Good jobs for everyone” </li></ul><ul><li>Specific “s...
LMRDA <ul><li>LMRDA Sec. 203(c) (209 U.S.C.  § 433(c)) </li></ul><ul><li>Employer-Consultant Agreements and Arrangements <...
Notice of Proposed Rulemaking <ul><li>June 21, 2011 Federal Register </li></ul><ul><li>Revised Interpretation of Advice Ex...
CURRENT POLICY <ul><li>ADVICE EXCEPTION has been interpreted to  exempt  employers and consultants from filing unless the ...
PROPOSED RULE <ul><li>An agreement or arrangement … reportable when the consultant engages in persuader activities that go...
“PERSUADER ACTIVITY” <ul><li>Providing material or communications that, in whole or in part, have the object directly or i...
PERSUADER ACTIVITES <ul><li>“ Drafting, revising or providing” written materials, a speech, website content, etc., for pre...
PERSUADER ACTIVITES <ul><li>Conducting a seminar for supervisors or employer representatives </li></ul><ul><li>Supplying i...
Employment Standards Administration (ESA) <ul><li>Family & Medical Leave Act </li></ul><ul><li>FLSA Recordkeeping Obligati...
U.S. Department of Labor Interpretation  Letter No. 2010-3 <ul><li>Administrative interpretation and opinion letters do no...
U.S. Department of Labor Interpretation Letter No. 2010-3 <ul><li>June 22, 2010 </li></ul><ul><li>FMLA </li></ul><ul><li>“...
U.S. Department of Labor Interpretation Letter No. 2010-3 <ul><li>Not required to show “day-to-day care and financial supp...
DOL Opinion Letters May 2010
NEW  NLRB
The NLRA Isn’t Just About Unions! <ul><li>NLRA Section 7 </li></ul><ul><li>Collective Action Regarding Wages, Hours, Terms...
Several Unions are Getting a Foothold in Florida as a Result of the HCA Neutrality Agreements
Two Member NLRB Decisions <ul><li>Board had only 2 members (Schaumber & Liebman) December 2008- April 2010 </li></ul><ul><...
New Process Steel, L.P. v. National Labor Relations Board,  June 17, 2010 <ul><li>Under §3(b) of NLRA, delegation clause, ...
NLRB 2011 -???? <ul><li>Five Member Board </li></ul><ul><li>Political Stalemate </li></ul><ul><li>3 v. 1 </li></ul><ul><li...
NLRB <ul><li>Liebman </li></ul><ul><li>Becker?? </li></ul><ul><li>Pearce </li></ul><ul><li>Hayes </li></ul><ul><li>Flynn ?...
NLRB Decisions of Significance Likely to be “Reversed” by Obama Board <ul><li>Oakwood Healthcare Center, Inc . </li></ul><...
Roundy’s, Inc. ,  Case No. 13-CA-17185 <ul><li>Indirect Rulemaking </li></ul><ul><li>Notice to Interested Parties </li></u...
Lamons Gasket Co. ,  355 NLRB No. 157 (Aug. 27, 2010) <ul><li>Briefing Requested </li></ul><ul><li>“ to evaluate whether  ...
Eliason & Knuth of Arizona, Inc. , 355 NLRB No. 159 (2010) <ul><li>Bannering </li></ul><ul><li>Not picketing </li></ul><ul...
Specialty Healthcare & Rehabilitation Center of Mobile , 356 NLRB No. 56 <ul><li>Long Term Care </li></ul><ul><li>Bargaini...
D.R. Horton & Michael Cuda, 12-CA-25769 <ul><li>Briefing Requested </li></ul><ul><li>Does employer’s requirement that empl...
Notice Posting <ul><li>Notice of Proposed Rulemaking </li></ul><ul><li>December 21, 2010 Federal Register </li></ul><ul><l...
Activist General Counsel <ul><li>Lafe Solomon </li></ul><ul><li>Memorandum GC 10-07 </li></ul><ul><li>Effective Section 10...
BOEING CO. Case No. 19-CA-32431
BOEING <ul><li>NLRB Complaint issued because Boeing decided to transfer some 787 Dreamliner production  to South Carolina ...
SOCIAL MEDIA American Medical Response Of Connecticut, Inc. <ul><li>Employee fired </li></ul><ul><li>Personal Facebook pag...
SOCIAL MEDIA NLRB Cases to Follow <ul><li>Hispanics United of Buffalo, Inc. , 3-CA-027872 </li></ul><ul><li>Karl Knauz BMW...
NLRB “COMING ATTRACTIONS”
EMPLOYEE FREE CHOICE ACT
Expedited NLRB Elections <ul><li>“ If we aren’t able to pass the Employee Free Choice Act, we will work with President Oba...
NLRB <ul><li>June 22, 2011 </li></ul><ul><li>Federal Register </li></ul><ul><li>Notice of Proposed Rulemaking </li></ul><u...
PROPOSED RULE CHANGES <ul><li>Electronic Filing </li></ul><ul><li>Showing of Interest </li></ul><ul><li>Statement of Posit...
PROPOSED RULE CHANGES <ul><li>Hearings Limited </li></ul><ul><li>20% Rule </li></ul><ul><li>Post Election Challenges </li>...
Electronic Filing <ul><li>Virtually all Representation Case Documents from Petition to  Excelsior  List </li></ul><ul><li>...
Showing of Interest <ul><li>Must be Filed With Petition Instead of Within 48 Hours </li></ul><ul><li>Electronic Signatures...
Statement of Position <ul><li>Replaces Commerce Questionnaire </li></ul><ul><li>Served With Notice of Hearing </li></ul><u...
PRECLUSION <ul><li>“ A party shall be precluded from raising any issue, presenting any evidence relating to any issue, cro...
Preliminary Voter List <ul><li>Name, Work Location, Shift & Classification </li></ul><ul><li>Not Contact Information </li>...
NLRB Hearings <ul><li>Pre-election 7 Days </li></ul><ul><li>Post-election 14 Days </li></ul><ul><li>“… not required to and...
20% RULE <ul><li>If at any time during the hearing, the hearing officer determines that the only issues remaining in dispu...
FOUR  (and only four)  GROUNDS FOR REVIEW <ul><li>“ a substantial question of law or policy…because of …absence of, or…dep...
Excelsior  List <ul><li>Must be Filed Electronically </li></ul><ul><li>Serve Union </li></ul><ul><li>Two Days </li></ul><u...
Member Hayes’ Dissent <ul><li>“ By administrative fiat in lieu of Congressional action, the Board will impose organized la...
OSHA
OSHA <ul><li>Assistant Secretary of Labor for OSHA, David Michaels, recently stated:  </li></ul><ul><li>“ When OSHA receiv...
EEOC
ADAAA
A ssume  D isability,  A lways  A ttempt  A ccommodation <ul><li>Not quite true, but not that far off! </li></ul><ul><li>“...
ADAAA “REJECTS” <ul><li>Sutton v. United Airlines, Inc. </li></ul><ul><li>Toyota Motor Mfg. Co., Kentucky, Inc. v. William...
“ Substantially  Limits” <ul><li>Major change </li></ul><ul><li>Toyota  no longer applies </li></ul><ul><li>Not redefined ...
“ Substantially Limits” <ul><li>Regulations: “a lower standard than ‘severely restricts’ ”. </li></ul><ul><li>Even if “ im...
“ Mitigating Measures” <ul><li>Sutton  overruled </li></ul><ul><li>Ameliorative effects of mitigating measures may no long...
“ Major Life Activities” <ul><li>Definition expanded considerably </li></ul><ul><li>Nonexclusive list </li></ul><ul><li>“ ...
“ Major Bodily Functions” <ul><li>Also nonexclusive definition </li></ul><ul><li>“ Major life activity also includes the o...
“ Regarded as Disabled” <ul><li>Definition broadened </li></ul><ul><li>Proof much easier </li></ul><ul><li>Individual who ...
“ Regarded as Disabled” <ul><li>Regulations: “primary means of establishing coverage”, except where issue is reasonable ac...
“ Temporary/Transitory” <ul><li>Exception for “transitory & minor” conditions </li></ul><ul><li>Six months “or less” durat...
ADAAA  The “Good News” for Employers <ul><li>No duty to accommodate “perceived disabilities” </li></ul><ul><li>“ Reverse D...
ADAAA Recommendations <ul><li>Managerial Training in ADA & ADAAA is absolutely vital for all supervisory personnel, especi...
ADAAA Job Descriptions,  Handbooks & Policies <ul><li>Track amended language of the regulations </li></ul><ul><li>Job desc...
“ EEOC’s COMING ATTRACTIONS”
Medical Marijuana <ul><li>State Laws </li></ul><ul><li>Missouri, et ux </li></ul><ul><li>EEOC </li></ul><ul><li>ADA Accomm...
Creditworthiness EEOC v. Kaplan Higher Education Corp. <ul><li>Credit Reports </li></ul><ul><li>Hiring Decisions </li></ul...
Weight Based Discrimination EEOC v. Resource for Human Development <ul><li>Obesity </li></ul><ul><li>EEOC  </li></ul><ul><...
SMOKING BANS <ul><li>29 States + D.C. </li></ul><ul><li>EEOC </li></ul><ul><li>ADA </li></ul><ul><li>“ Addiction” </li></u...
United Steel (et al) Workers International Union  v. Armstrong County Memorial Hospital <ul><li>3 rd  Circuit Decision </l...
Drug & Alcohol Screening <ul><li>EEOC v. US Steel Corp. (W.D. PA) </li></ul><ul><li>Alcohol Screening </li></ul><ul><li>AD...
EEOC Proposed Rulemaking <ul><li>“ Differentiations Based on Reasonable Factors Other than Age” </li></ul><ul><li>Smith v....
Family and Medical Leave Act (FMLA) 7,000,000  Employees Per Year Take FMLA
Covered Employee <ul><li>Works for Covered Employer </li></ul><ul><li>12 Months </li></ul><ul><li>1250 Hours </li></ul><ul...
Coverage <ul><li>Serious Health Condition </li></ul><ul><li>Immediate Family Member </li></ul><ul><li>Birth </li></ul><ul>...
Entitlement <ul><li>12 Weeks/12 Months </li></ul><ul><li>Unpaid Leave </li></ul><ul><li>Medical Benefits </li></ul><ul><li...
FMLA REGULATIONS
New FMLA Regulations Highlights <ul><li>Penalty for Failure to Notify </li></ul><ul><li>Light Duty Work  </li></ul><ul><li...
FMLA Regulation Highlights <ul><li>Employer Notice Obligation </li></ul><ul><li>Employee Notice  </li></ul><ul><li>Medical...
Serious Health Condition (“SHC”) <ul><li>Old Regs.-More than three consecutive days of incapacity “plus  two   visits  to ...
Employer Notice Obligations <ul><ul><li>Must post/distribute Notice of Employee Rights and Responsibilities (WH Publicatio...
Employer Notice Obligations <ul><ul><li>Eligibility Notice must be accompanied by Notice of Rights and Responsibilities (i...
Failure to Designate <ul><li>Old Regs.- If Employer does not give timely notice, then Employee Gets 12 weeks’ leave from D...
Failure to Designate <ul><li>New Regs.  -  Employer may designate leave as FMLA-covered retroactively upon ascertaining th...
Employee Notice Obligations <ul><li>New Regs :  </li></ul><ul><ul><li>Must  Give 30 Day Advance Notice for Foreseeable FML...
Content of Employee Notice <ul><ul><li>Employee doesn’t have to say “FMLA”, but must do more than say “I’m sick” i.e., mus...
Content of Employee Notice <ul><ul><li>Employer may acquire additional info through WC, ADA discussions, paid leave reques...
Medical Certification <ul><li>New (Optional) Medical Certification Forms (“MCF”) </li></ul><ul><li>More Specific & Detaile...
Medical Certification Form <ul><li>May request MCF within 5 bus. days of leave request (or taking of unforeseen leave) or ...
Medical Certification Form <ul><li>If Employer deems MCF to be insufficient, Employer  must  return it to Employee specify...
Medical Certification Form <ul><li>Employer may contact Employee’s HCP directly to “authenticate and clarify” MCF, but onl...
Recertification <ul><li>Employer may not request recertification no more often than every 30 days and only in connection w...
Recertification <ul><li>At Employee’s expense unless Employer provides otherwise. </li></ul><ul><li>No second/third opinio...
Light Duty Work <ul><li>Old Regs.- “Job restoration rights …available until 12 weeks have passed within 12 month period, ‘...
Waiver of FMLA Claims <ul><li>Several Courts Have Held that FMLA Claims Can’t be Waived Without Court or DOL Approval </li...
Chronic SHC Usually For Intermittent FMLA <ul><li>Old Regs.-Required “periodic” visits to an HCP but not defined. </li></u...
Fitness For Duty Evaluation <ul><li>Old Regs. - HCP need only provide a “Simple Statement of Employee’s Ability to Return”...
Perfect Attendance Awards <ul><li>A Number of Courts Have “Attacked” Because of Negative Impact on Employees Taking FMLA <...
HOLIDAYS <ul><li>Less Than a Week of FMLA, Holidays Not Counted Unless Scheduled and Expected to Work The Holiday </li></u...
OFCCP
OFCCP Enforcement Jurisdiction <ul><li>Executive Order 11246 </li></ul><ul><li>Section 503 of the Rehabilitation Act of 19...
OFCCP Enforcement Jurisdiction <ul><li>“ Federal Contractors” </li></ul><ul><li>50 or More Employees  </li></ul><ul><li>Di...
OFCCP Enforcement Jurisdiction <ul><li>Provider must have a federal contract, or federal contracts in the aggregate, which...
Covered Federal Contractor <ul><li>Must Ensure Nondiscrimination in Employment Practices </li></ul><ul><li>Prepare and Mai...
Affirmative Action Obligations <ul><li>Written AAPs for minorities, women, veterans and individuals with disabilities </li...
OFCCP Compliance Audits <ul><li>Often take years to complete </li></ul><ul><li>Time consuming, intrusive and expensive </l...
Why Worry? <ul><li>OFCCP v. UPMC Braddock , ARB Case No. 08-048 (May 29, 2009)  </li></ul><ul><li>Florida Hospital of Orla...
Federal Contracts <ul><li>OFCCP has taken the position for years that participation in Medicare (Parts A and B) and Medica...
Federal Contracts?? <ul><li>Federal Employees Health Benefit Plan (FEHBP)  (administered by the Office of Personnel Manage...
New OFCCP Directive <ul><li>OFCCP issued a new directive to announce, for the first time, its position that contracts rela...
QUESTIONS AND  ANSWERS
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Lyncheski - Hottest legal hr issues

  1. 1. Hottest Legal HR Issues in 2011 & Beyond John E. Lyncheski, Esq.
  2. 2. FLSA ( Wage & Hour) Lawsuits <ul><li>“ Old” Law—New (and Big) Problems </li></ul><ul><li>Emerging as #1 in employment cases filed in US District Courts </li></ul><ul><li>Florida is #1 in US </li></ul><ul><li>Healthcare & Hospitality are THE target industries </li></ul><ul><li>500 new US DOL W&H hires </li></ul><ul><li>29 new FL DOL W&H hires </li></ul><ul><li>“ Morgan & Morgan” </li></ul><ul><li>Class & collective actions </li></ul>
  3. 3. Florida US DOL Wage & Hour Division Offices <ul><li>Jacksonville Office from 20 to 29 Investigators </li></ul><ul><li>Tallahassee Field Office from 2 to 7 investigators </li></ul><ul><li>Orlando Field Office, 2 new Assistant District Directors </li></ul><ul><li>Etc., etc. </li></ul>
  4. 4. HEALTH CARE VULNERABILITY! <ul><li>Singled Out for Unprecedented US DOL W&H Division Audits </li></ul><ul><li>24/7/365 </li></ul><ul><li>Decentralized supervision </li></ul><ul><li>Public (Jury) Perception of “Nursing Homes” </li></ul>
  5. 5. Most Common FLSA Violations <ul><li>“ Regular rate” </li></ul><ul><li>Misclassification as “exempt” </li></ul><ul><li>Improper deductions from exempt employee’s salary </li></ul><ul><li>Failure to count all hours “worked” for overtime calculation </li></ul><ul><li>“ Off the clock” work </li></ul><ul><li>Lunch periods: A Minefield </li></ul><ul><li>Preliminary/Postliminary work </li></ul><ul><li>8 & 80 </li></ul>
  6. 6. FLSA Section 7 (j) <ul><li>“ 8 & 80” </li></ul><ul><li>“ More stringent state laws” </li></ul><ul><li>PA cases </li></ul><ul><li>Pocono Health System </li></ul><ul><li>Catholic Health East </li></ul><ul><li>Crozer-Chester MC </li></ul><ul><li>Crozer-Keystone HS </li></ul>
  7. 7. Turner v. Mercy Health System Philadelphia Ct. Common Pleas (March 10, 2010) <ul><li>FLSA does not preempt PA Minimum Wage Act (“PMWA”) </li></ul><ul><li>PA employees must be paid overtime after 40 hours in a workweek </li></ul><ul><li>8 & 80 program not available </li></ul><ul><li>Philadelphia County, PA </li></ul><ul><li>Florida???? </li></ul>
  8. 8. US DOL Attorney Referral Initiative: “Bridge to Justice Program”
  9. 9. “ Bridge to Justice” <ul><li>Protect information provided to DOL in investigation </li></ul><ul><li>“ Confidential & Proprietary” </li></ul><ul><li>“ For Settlement Purposes Only” </li></ul><ul><li>Notice & Opportunity to Object </li></ul><ul><li>Federal Court Injunction </li></ul><ul><li>Employees: Prompt FOIA Request </li></ul>
  10. 10. GET YOUR FLSA HOUSE IN ORDER BEFORE IT IS TOO LATE
  11. 11. FLSA Prevention Advice <ul><li>Supervisor Training!!!!! </li></ul><ul><li>Vulnerability Trench Audit </li></ul><ul><li>Consult Your Labor Attorney </li></ul><ul><li>Timekeeping Practices </li></ul><ul><li>Payroll Practices </li></ul><ul><li>Policies </li></ul><ul><li>8 & 80 ??? </li></ul><ul><li>Part-time Employees </li></ul>
  12. 12. IMPACT OF HEALTH CARE REFORM ON FLSA <ul><li>PPACA § 4207 a mends FLSA </li></ul><ul><li>Mandatory breaks for nursing mothers </li></ul><ul><li>Unpaid </li></ul><ul><li>Reasonable amount of time </li></ul><ul><li>As needed </li></ul><ul><li>Private, secluded area </li></ul><ul><li>One year </li></ul><ul><li>Virtually all employers </li></ul><ul><li>State laws </li></ul>
  13. 13. New “Law” Without New “Legislation” <ul><li>Changing of the guard in D.C. </li></ul><ul><li>Very pro labor and very pro employee Administration </li></ul><ul><li>“ Czars” </li></ul><ul><li>New Regulations </li></ul><ul><li>“ Under the radar ” interpretations and rulemaking </li></ul><ul><li>Administrative rulings & decisions </li></ul><ul><li>Enforcement agenda </li></ul>
  14. 14. U.S. Department of Labor U.S. DOL SECRETARY SOLIS
  15. 15. National Labor Relations Board
  16. 16. EEOC
  17. 17. OFCCP
  18. 18. OHSA
  19. 19. EMPLOYER’S
  20. 20. U.S. Department of Labor U.S. DOL SECRETARY SOLIS
  21. 21. U.S. DOL Statement of Regulatory & Deregulatory Priorities <ul><li>“ Good jobs for everyone” </li></ul><ul><li>Specific “strategic outcomes” </li></ul><ul><li>All DOL Agencies </li></ul><ul><li>“ Vulnerable workers in traditionally less safe industry sectors” </li></ul><ul><li>Healthcare workers </li></ul><ul><li>Every regulatory project must support one or more strategic outcomes </li></ul><ul><li>More to Come—Stay Tuned </li></ul>
  22. 22. LMRDA <ul><li>LMRDA Sec. 203(c) (209 U.S.C. § 433(c)) </li></ul><ul><li>Employer-Consultant Agreements and Arrangements </li></ul><ul><li>Union Organizing Campaigns </li></ul><ul><li>Collective Bargaining </li></ul><ul><li>“ Persuader” Activities </li></ul><ul><li>Obligation to Report </li></ul><ul><li>“ Advice” Exemption </li></ul><ul><li>Office of Labor Management Standards (OLMS) </li></ul><ul><li>LM-10 Employer Report </li></ul><ul><li>LM-20 Agreements and Activities Report </li></ul><ul><li>LM-21 Receipts & Disbursements Report </li></ul><ul><li>FOIA Document </li></ul>
  23. 23. Notice of Proposed Rulemaking <ul><li>June 21, 2011 Federal Register </li></ul><ul><li>Revised Interpretation of Advice Exemption </li></ul><ul><li>“ Plain Meaning” of Advice </li></ul><ul><li>More Detailed LM-10 & LM-20 Reports </li></ul><ul><li>Electronic Filing </li></ul><ul><li>136 Pages + Appendices </li></ul><ul><li>Comment Due by August 22, 2011 </li></ul><ul><li>Payback to unions </li></ul>
  24. 24. CURRENT POLICY <ul><li>ADVICE EXCEPTION has been interpreted to exempt employers and consultants from filing unless the persuader has direct contact with employees </li></ul>
  25. 25. PROPOSED RULE <ul><li>An agreement or arrangement … reportable when the consultant engages in persuader activities that go beyond the plain meaning of advice even if the consultant has no direct contact with workers </li></ul><ul><li>Agreement or arrangement to be construed broadly and does not need to be in writing </li></ul>
  26. 26. “PERSUADER ACTIVITY” <ul><li>Providing material or communications that, in whole or in part, have the object directly or indirectly to persuade employees concerning their rights to organize or bargain collectively </li></ul><ul><li>Checklist in Proposed Rule </li></ul>
  27. 27. PERSUADER ACTIVITES <ul><li>“ Drafting, revising or providing” written materials, a speech, website content, etc., for presentation to employees </li></ul><ul><li>Training supervisors or employer representatives to conduct individual or group employee meetings </li></ul><ul><li>Coordinating activities of supervisors or employer representatives </li></ul><ul><li>Developing personnel policies </li></ul>
  28. 28. PERSUADER ACTIVITES <ul><li>Conducting a seminar for supervisors or employer representatives </li></ul><ul><li>Supplying information obtained from research or investigation concerning employees or labor organizations </li></ul><ul><li>Etc., etc. </li></ul>
  29. 29. Employment Standards Administration (ESA) <ul><li>Family & Medical Leave Act </li></ul><ul><li>FLSA Recordkeeping Obligations </li></ul><ul><li>Child Labor Regulations </li></ul>
  30. 30. U.S. Department of Labor Interpretation Letter No. 2010-3 <ul><li>Administrative interpretation and opinion letters do not require agency to go through notice and comment process </li></ul><ul><li>As long as the letter merely clarifies the interpretation of existing rules and definitions </li></ul>
  31. 31. U.S. Department of Labor Interpretation Letter No. 2010-3 <ul><li>June 22, 2010 </li></ul><ul><li>FMLA </li></ul><ul><li>“ Son or daughter” </li></ul><ul><li>“ Of a person standing in loco parentis” </li></ul><ul><li>Eligible even if no “biological or legal” relationship with child </li></ul><ul><li>Employer may require “reasonable documentation or statement of a family relationship” </li></ul><ul><li>“ Simple statement” </li></ul>
  32. 32. U.S. Department of Labor Interpretation Letter No. 2010-3 <ul><li>Not required to show “day-to-day care and financial support” </li></ul><ul><li>Unmarried partners </li></ul><ul><li>Same sex partners </li></ul><ul><li>Even if biological parent or both a mother & father “exist” </li></ul><ul><li>“ Neither the statute nor the regulations restrict the number of parents a child may have under the FMLA” </li></ul>
  33. 33. DOL Opinion Letters May 2010
  34. 34. NEW NLRB
  35. 35. The NLRA Isn’t Just About Unions! <ul><li>NLRA Section 7 </li></ul><ul><li>Collective Action Regarding Wages, Hours, Terms & Conditions of Employment </li></ul><ul><li>“ Protected Concerted Activity” </li></ul>
  36. 36. Several Unions are Getting a Foothold in Florida as a Result of the HCA Neutrality Agreements
  37. 37. Two Member NLRB Decisions <ul><li>Board had only 2 members (Schaumber & Liebman) December 2008- April 2010 </li></ul><ul><li>Delegation of authority </li></ul><ul><li>Decided hundreds of cases </li></ul><ul><li>Split in Circuits </li></ul>
  38. 38. New Process Steel, L.P. v. National Labor Relations Board, June 17, 2010 <ul><li>Under §3(b) of NLRA, delegation clause, Board authorized to delegate its powers only to a “group of three or more members” </li></ul><ul><li>Vacancy clause: “shall not impair the right of the remaining members to exercise all of the powers of the Board” </li></ul><ul><li>Quorum = three </li></ul><ul><li>Two member decisions invalid </li></ul><ul><li>More than 500 decisions </li></ul><ul><li>What does this mean? </li></ul>
  39. 39. NLRB 2011 -???? <ul><li>Five Member Board </li></ul><ul><li>Political Stalemate </li></ul><ul><li>3 v. 1 </li></ul><ul><li>What Lies Ahead? </li></ul><ul><li>Hundreds of Opportunities </li></ul>
  40. 40. NLRB <ul><li>Liebman </li></ul><ul><li>Becker?? </li></ul><ul><li>Pearce </li></ul><ul><li>Hayes </li></ul><ul><li>Flynn ?? </li></ul><ul><li>GC Lafe Solomon </li></ul>
  41. 41. NLRB Decisions of Significance Likely to be “Reversed” by Obama Board <ul><li>Oakwood Healthcare Center, Inc . </li></ul><ul><li>Harborside Healthcare, Inc. </li></ul><ul><li>Alexandria Clinic </li></ul><ul><li>Dana/Metaldyne </li></ul><ul><li>The Register Guard </li></ul><ul><li>Toering Electric Co. </li></ul>
  42. 42. Roundy’s, Inc. , Case No. 13-CA-17185 <ul><li>Indirect Rulemaking </li></ul><ul><li>Notice to Interested Parties </li></ul><ul><li>Solicitation Policies </li></ul><ul><li>Register Guard, 351 NLRB 110 (2007) </li></ul>
  43. 43. Lamons Gasket Co. , 355 NLRB No. 157 (Aug. 27, 2010) <ul><li>Briefing Requested </li></ul><ul><li>“ to evaluate whether Dana [ Corp ., 351 NLRB 434 (2007)] and the procedure developed to implement that decision have furthered the principles and policies underlying the Act.” </li></ul><ul><li>Card based recognition </li></ul>
  44. 44. Eliason & Knuth of Arizona, Inc. , 355 NLRB No. 159 (2010) <ul><li>Bannering </li></ul><ul><li>Not picketing </li></ul><ul><li>Not coercive </li></ul><ul><li>“ Shame on…” </li></ul><ul><li>“ Labor Dispute” </li></ul>
  45. 45. Specialty Healthcare & Rehabilitation Center of Mobile , 356 NLRB No. 56 <ul><li>Long Term Care </li></ul><ul><li>Bargaining Units </li></ul><ul><li>Notice to Interested Parties </li></ul><ul><li>Request for Amici </li></ul><ul><li>Indirect Rulemaking </li></ul>
  46. 46. D.R. Horton & Michael Cuda, 12-CA-25769 <ul><li>Briefing Requested </li></ul><ul><li>Does employer’s requirement that employees sign an arbitration as a condition of employment violate § 8 (a) (1) or (4) of the Act? </li></ul><ul><li>Agreement in question prohibited class or collective claims </li></ul><ul><li>Briefs due July 20, 2011 </li></ul><ul><li>Nothing to do with a union </li></ul>
  47. 47. Notice Posting <ul><li>Notice of Proposed Rulemaking </li></ul><ul><li>December 21, 2010 Federal Register </li></ul><ul><li>Comment Period/February 22, 2011 </li></ul><ul><li>Notice of “Employees’ Right to Unionize and Strike” </li></ul><ul><li>Failure to Post </li></ul><ul><li>ULP </li></ul><ul><li>Statute of Limitations </li></ul><ul><li>Evidence of Unlawful Motive </li></ul><ul><li>Final Rule???? </li></ul>
  48. 48. Activist General Counsel <ul><li>Lafe Solomon </li></ul><ul><li>Memorandum GC 10-07 </li></ul><ul><li>Effective Section 10(j) Remedies for Unlawful Discharges in Organizing Campaigns </li></ul><ul><li>Memorandum GC 11-05 </li></ul><ul><li>Deferral to Arbitral Awards and Grievance Settlements in Section 8(a)(1) and (3) Cases </li></ul><ul><li>Memorandum GC 11-04 </li></ul><ul><li>Mandatory Settlement Default </li></ul>
  49. 49. BOEING CO. Case No. 19-CA-32431
  50. 50. BOEING <ul><li>NLRB Complaint issued because Boeing decided to transfer some 787 Dreamliner production to South Carolina “because union-represented workers in Washington exercised their right under the NLRA to engage in lawful strikes.” </li></ul><ul><li>“ Illegally motivated and inherently destructive” </li></ul><ul><li>Status quo ante </li></ul>
  51. 51. SOCIAL MEDIA American Medical Response Of Connecticut, Inc. <ul><li>Employee fired </li></ul><ul><li>Personal Facebook page </li></ul><ul><li>Negative Comments about Supervisor </li></ul><ul><li>PCA </li></ul><ul><li>Policy unlawful </li></ul><ul><li>Settled </li></ul>
  52. 52. SOCIAL MEDIA NLRB Cases to Follow <ul><li>Hispanics United of Buffalo, Inc. , 3-CA-027872 </li></ul><ul><li>Karl Knauz BMW, 13-CA-046452 </li></ul>
  53. 53. NLRB “COMING ATTRACTIONS”
  54. 54. EMPLOYEE FREE CHOICE ACT
  55. 55. Expedited NLRB Elections <ul><li>“ If we aren’t able to pass the Employee Free Choice Act, we will work with President Obama…and…appointees on the NLRB to change the rules governing forming a union through administrative action.” </li></ul><ul><li>Stewart Acuff, UWUA </li></ul><ul><li>Board Member Pearce: “as little as five days after the Petition is filed.” </li></ul><ul><li>Remote Electronic Voting Technology </li></ul>
  56. 56. NLRB <ul><li>June 22, 2011 </li></ul><ul><li>Federal Register </li></ul><ul><li>Notice of Proposed Rulemaking </li></ul><ul><li>NLRB Rules & Regulations </li></ul><ul><li>Representation Case Procedures </li></ul><ul><li>93 Pages </li></ul><ul><li>Public Hearing July 18-19 </li></ul><ul><li>60 Day Comment Period </li></ul><ul><li>EFCA on Steroids </li></ul><ul><li>Florida…………? </li></ul>
  57. 57. PROPOSED RULE CHANGES <ul><li>Electronic Filing </li></ul><ul><li>Showing of Interest </li></ul><ul><li>Statement of Position Form </li></ul><ul><li>Hearing in 7 Days </li></ul><ul><li>Preliminary Voter List </li></ul>
  58. 58. PROPOSED RULE CHANGES <ul><li>Hearings Limited </li></ul><ul><li>20% Rule </li></ul><ul><li>Post Election Challenges </li></ul><ul><li>Post Election Review Only </li></ul><ul><li>Discretionary Denial </li></ul><ul><li>Excelsior List Content &Date </li></ul>
  59. 59. Electronic Filing <ul><li>Virtually all Representation Case Documents from Petition to Excelsior List </li></ul><ul><li>Simultaneous Service on Opposing Party </li></ul>
  60. 60. Showing of Interest <ul><li>Must be Filed With Petition Instead of Within 48 Hours </li></ul><ul><li>Electronic Signatures??? </li></ul>
  61. 61. Statement of Position <ul><li>Replaces Commerce Questionnaire </li></ul><ul><li>Served With Notice of Hearing </li></ul><ul><li>Must Submit by Commencement of Hearing </li></ul><ul><li>Appropriateness of Bargaining Unit </li></ul><ul><li>Alternative Most Similar Unit </li></ul><ul><li>Position on Unit Exclusions with Basis and Identity of Individuals </li></ul><ul><li>Response to Other Party’s Statement </li></ul><ul><li>Preclusion </li></ul>
  62. 62. PRECLUSION <ul><li>“ A party shall be precluded from raising any issue, presenting any evidence relating to any issue, cross examining any witnesses concerning any issue, and presenting argument concerning any issue that the party failed to raise in its timely Statement of Position or to place in dispute in response to another party’s Statement.” </li></ul><ul><li>Same for Failure to state most similar unit </li></ul><ul><li>Not Statutory Jurisdiction </li></ul>
  63. 63. Preliminary Voter List <ul><li>Name, Work Location, Shift & Classification </li></ul><ul><li>Not Contact Information </li></ul><ul><li>Petitioned for Unit and Most Similar Unit </li></ul><ul><li>File & Serve By Opening of Pre-election Hearing </li></ul><ul><li>Preclusion </li></ul>
  64. 64. NLRB Hearings <ul><li>Pre-election 7 Days </li></ul><ul><li>Post-election 14 Days </li></ul><ul><li>“… not required to and should not decide all questions concerning eligibility or inclusion of individual employees prior to an election.” </li></ul><ul><li>Pre-election Request for Review Eliminated </li></ul>
  65. 65. 20% RULE <ul><li>If at any time during the hearing, the hearing officer determines that the only issues remaining in dispute concern the eligibility or inclusion of individuals who would constitute less than 20% of the unit if they were found to be eligible to vote, the hearing officer shall close the hearing.” </li></ul>
  66. 66. FOUR (and only four) GROUNDS FOR REVIEW <ul><li>“ a substantial question of law or policy…because of …absence of, or…departure from officially reported Board precedent.” </li></ul><ul><li>“ clearly erroneous”… “decision on a substantial factual issue”… “[which] prejudicially affects the rights of a party” </li></ul><ul><li>“ prejudicial error” </li></ul><ul><li>“ compelling reasons for reconsideration of an important Board rule or policy” </li></ul>
  67. 67. Excelsior List <ul><li>Must be Filed Electronically </li></ul><ul><li>Serve Union </li></ul><ul><li>Two Days </li></ul><ul><li>Name, Address, Phone Number, Email Address, Work Location Shift & Job Location </li></ul>
  68. 68. Member Hayes’ Dissent <ul><li>“ By administrative fiat in lieu of Congressional action, the Board will impose organized labor’s much sought-after ‘quickie election’ option, a procedure under which elections will be held in 10 to 21 days from the filing of the petition” </li></ul>
  69. 69. OSHA
  70. 70. OSHA <ul><li>Assistant Secretary of Labor for OSHA, David Michaels, recently stated:  </li></ul><ul><li>“ When OSHA receives a credible complaint that an employer requires texting while driving or who organizes work so that texting [while driving] is a practical necessity, we will investigate and where necessary issue citations and penalties to end this practice.” </li></ul><ul><li>TEXTING: “Larger” Concerns than OSHA </li></ul><ul><li>Policy </li></ul>
  71. 71. EEOC
  72. 72. ADAAA
  73. 73. A ssume D isability, A lways A ttempt A ccommodation <ul><li>Not quite true, but not that far off! </li></ul><ul><li>“ Broaden” appears 5 times in Findings & Purpose </li></ul><ul><li>Potentially millions not “disabled” under ADA will be considered “disabled” under ADAAA </li></ul><ul><li>Act: Effective January 1, 2009 </li></ul><ul><li>EEOC Final Regulations: Published March 25, 2011; Effective May 24, 2011 </li></ul><ul><li>25%+ increase in EEOC Charges since adoption (18,000 to 25,000 in FY 2010) </li></ul>
  74. 74. ADAAA “REJECTS” <ul><li>Sutton v. United Airlines, Inc. </li></ul><ul><li>Toyota Motor Mfg. Co., Kentucky, Inc. v. Williams </li></ul><ul><li>EEOC Regulations defining “substantially limits” </li></ul><ul><li>New Regulations: Nine Rules of construction in determining whether an impairment substantially limits a major life activity </li></ul>
  75. 75. “ Substantially Limits” <ul><li>Major change </li></ul><ul><li>Toyota no longer applies </li></ul><ul><li>Not redefined in ADAAA </li></ul><ul><li>EEOC directed to draft regulations </li></ul><ul><li>Congressional mandate </li></ul><ul><li>“ Broaden” </li></ul><ul><li>Regs: “Any impairment , no matter how brief, can be a covered disability if it substantially limits a major life activity” </li></ul>
  76. 76. “ Substantially Limits” <ul><li>Regulations: “a lower standard than ‘severely restricts’ ”. </li></ul><ul><li>Even if “ impairment ” is episodic or in remission, it must be considered as if in its active state </li></ul><ul><li>Diabetes, epilepsy, HIV, cancer, hypertension, PTSD, bipolar disorder, intellectual disability, schizophrenia , etc., “virtually always” a “disability” </li></ul><ul><li>Don’t spend time on “coverage” </li></ul><ul><li>There is no “floor” on substantially limits: construe in favor of expansive coverage. </li></ul><ul><li>All close calls = disability </li></ul>
  77. 77. “ Mitigating Measures” <ul><li>Sutton overruled </li></ul><ul><li>Ameliorative effects of mitigating measures may no longer be considered </li></ul><ul><li>Ordinary eye glasses or contact lenses </li></ul><ul><li>Regs: “ Must be ignored”, except for eye glasses & contact lenses </li></ul><ul><li>Failure to use mitigating measures is “not relevant” </li></ul>
  78. 78. “ Major Life Activities” <ul><li>Definition expanded considerably </li></ul><ul><li>Nonexclusive list </li></ul><ul><li>“ caring for oneself, performing manual tasks, seeing, hearing, eating, sleeping, walking, standing, lifting, bending, speaking, breathing, learning, reading, concentrating, thinking, communicating and working.” </li></ul><ul><li>Regs: Working is no different than other major life activities </li></ul>
  79. 79. “ Major Bodily Functions” <ul><li>Also nonexclusive definition </li></ul><ul><li>“ Major life activity also includes the operation of a major bodily function… </li></ul><ul><li>… functions of the immune system, normal cell growth, digestive, bowel, bladder, neurological, brain, respiratory, circulatory, endocrine and reproductive functions.” </li></ul>
  80. 80. “ Regarded as Disabled” <ul><li>Definition broadened </li></ul><ul><li>Proof much easier </li></ul><ul><li>Individual who suffers an adverse action because of “perceived impairment” </li></ul>
  81. 81. “ Regarded as Disabled” <ul><li>Regulations: “primary means of establishing coverage”, except where issue is reasonable accommodation </li></ul><ul><li>“ Consideration of coverage under first & second prongs generally not necessary” </li></ul>
  82. 82. “ Temporary/Transitory” <ul><li>Exception for “transitory & minor” conditions </li></ul><ul><li>Six months “or less” duration </li></ul><ul><li>Regs: “there is no minimum duration requirement” </li></ul><ul><li>Does not apply to first two prongs </li></ul><ul><li>Rule of thumb: three months </li></ul><ul><li>“ Transitory and minor– must be both </li></ul><ul><li>Sincerity of employer belief is irrelevant </li></ul>
  83. 83. ADAAA The “Good News” for Employers <ul><li>No duty to accommodate “perceived disabilities” </li></ul><ul><li>“ Reverse Disability Discrimination” claims excluded </li></ul>
  84. 84. ADAAA Recommendations <ul><li>Managerial Training in ADA & ADAAA is absolutely vital for all supervisory personnel, especially in recognizing “requests for accommodation” </li></ul><ul><li>Reevaluate job descriptions, job postings and advertisements, handbooks and policies and consult labor counsel </li></ul><ul><li>Common illnesses and impairments will likely be considered a disability </li></ul><ul><li>Freely engage in the interactive process </li></ul><ul><li>Document the interactive process </li></ul><ul><li>Exercise caution with lifting restrictions </li></ul><ul><li>Be hesitant to deny requests for LOA & extensions of LOA </li></ul><ul><li>Don’t focus on whether individual is disabled, but on interactive process & accommodation </li></ul>
  85. 85. ADAAA Job Descriptions, Handbooks & Policies <ul><li>Track amended language of the regulations </li></ul><ul><li>Job descriptions must include essential functions including descriptive physical requirements </li></ul><ul><li>Perform functional job analysis for each job description </li></ul><ul><li>Develop a “routine” accommodations policy </li></ul><ul><li>Treat ADAAA Certification like FMLA Certification—specific form to identify condition and list alternative reasonable accommodations for employee to perform essential functions </li></ul><ul><li>Rarely, if ever, link an adverse employment action to a medical condition & always ensure legitimate non-discriminatory reason </li></ul><ul><li>Be mindful of “direct threat” analysis </li></ul>
  86. 86. “ EEOC’s COMING ATTRACTIONS”
  87. 87. Medical Marijuana <ul><li>State Laws </li></ul><ul><li>Missouri, et ux </li></ul><ul><li>EEOC </li></ul><ul><li>ADA Accommodation </li></ul><ul><li>Drug Testing </li></ul>
  88. 88. Creditworthiness EEOC v. Kaplan Higher Education Corp. <ul><li>Credit Reports </li></ul><ul><li>Hiring Decisions </li></ul><ul><li>Disparate Impact </li></ul><ul><li>Protected Characteristic </li></ul><ul><li>Not Job Related </li></ul><ul><li>Not Justified by Business Necessity </li></ul><ul><li>BFOQ?? </li></ul><ul><li>EEOC Public Meeting </li></ul>
  89. 89. Weight Based Discrimination EEOC v. Resource for Human Development <ul><li>Obesity </li></ul><ul><li>EEOC </li></ul><ul><li>ADA </li></ul><ul><li>“ Impairment” </li></ul><ul><li>“ Reasonable Accommodation” </li></ul><ul><li>Compensation Discrimination </li></ul>
  90. 90. SMOKING BANS <ul><li>29 States + D.C. </li></ul><ul><li>EEOC </li></ul><ul><li>ADA </li></ul><ul><li>“ Addiction” </li></ul><ul><li>Accommodation </li></ul>
  91. 91. United Steel (et al) Workers International Union v. Armstrong County Memorial Hospital <ul><li>3 rd Circuit Decision </li></ul><ul><li>No. 10-2495 </li></ul><ul><li>March 14, 2011 </li></ul><ul><li>Not Precedential </li></ul>
  92. 92. Drug & Alcohol Screening <ul><li>EEOC v. US Steel Corp. (W.D. PA) </li></ul><ul><li>Alcohol Screening </li></ul><ul><li>ADA Violation </li></ul>
  93. 93. EEOC Proposed Rulemaking <ul><li>“ Differentiations Based on Reasonable Factors Other than Age” </li></ul><ul><li>Smith v. City of Jackson </li></ul><ul><li>“ Renewed Vigilance in Pursuing Age Discrimination” </li></ul>
  94. 94. Family and Medical Leave Act (FMLA) 7,000,000 Employees Per Year Take FMLA
  95. 95. Covered Employee <ul><li>Works for Covered Employer </li></ul><ul><li>12 Months </li></ul><ul><li>1250 Hours </li></ul><ul><li>50 Employees </li></ul><ul><li>Within 75 Miles </li></ul>
  96. 96. Coverage <ul><li>Serious Health Condition </li></ul><ul><li>Immediate Family Member </li></ul><ul><li>Birth </li></ul><ul><li>Adoption & Foster Care </li></ul>
  97. 97. Entitlement <ul><li>12 Weeks/12 Months </li></ul><ul><li>Unpaid Leave </li></ul><ul><li>Medical Benefits </li></ul><ul><li>Job Restoration </li></ul>
  98. 98. FMLA REGULATIONS
  99. 99. New FMLA Regulations Highlights <ul><li>Penalty for Failure to Notify </li></ul><ul><li>Light Duty Work </li></ul><ul><li>Waiver of FMLA Claims </li></ul><ul><li>Serious Health Condition </li></ul>
  100. 100. FMLA Regulation Highlights <ul><li>Employer Notice Obligation </li></ul><ul><li>Employee Notice </li></ul><ul><li>Medical Certification </li></ul><ul><li>Fitness for Duty Exams </li></ul><ul><li>Perfect Attendance Awards </li></ul>
  101. 101. Serious Health Condition (“SHC”) <ul><li>Old Regs.-More than three consecutive days of incapacity “plus two visits to a health care provider” without specifying when </li></ul><ul><li>New Regs. – Visits must occur within 30 days of incapacity, “unless extenuating circumstances” </li></ul>
  102. 102. Employer Notice Obligations <ul><ul><li>Must post/distribute Notice of Employee Rights and Responsibilities (WH Publication 1420) or risk being fined $110 per offense. </li></ul></ul><ul><ul><li>Increases time for Employer to send Eligibility and Designation Notices from 2 to 5 Business Days (absent “extenuating circumstances) </li></ul></ul><ul><ul><li>While Eligibility Notice may be oral, New Regs provide an Optional Eligibility Notice Form (WH-381) </li></ul></ul>
  103. 103. Employer Notice Obligations <ul><ul><li>Eligibility Notice must be accompanied by Notice of Rights and Responsibilities (inclusive of Employer-specific requirements, e.g., fitness-for-duty certifications, etc.) </li></ul></ul><ul><ul><li>If not eligible, Eligibility Notice must inform Employee of at least 1 reason (with specifics) for ineligibility </li></ul></ul><ul><ul><li>Failure to provide required notices may constitute unlawful interference with FMLA rights </li></ul></ul>
  104. 104. Failure to Designate <ul><li>Old Regs.- If Employer does not give timely notice, then Employee Gets 12 weeks’ leave from Date of Notice </li></ul><ul><li>Supreme Court’s Ragsdale v. Wolverine Worldwide Decision </li></ul>
  105. 105. Failure to Designate <ul><li>New Regs. - Employer may designate leave as FMLA-covered retroactively upon ascertaining the qualifying reason, so long as failure or untimely designation does not harm or injure employee. </li></ul><ul><ul><li>Provides Optional Form (WH-382) Designation Notice </li></ul></ul><ul><ul><li>Failure to timely designate FMLA leave may constitute an unlawful interference, restraint or denial of FMLA rights. </li></ul></ul>
  106. 106. Employee Notice Obligations <ul><li>New Regs : </li></ul><ul><ul><li>Must Give 30 Day Advance Notice for Foreseeable FMLA </li></ul></ul><ul><ul><li>Unforeseen Leave-notice must be given “as soon as practicable” meaning “as soon as possible and practical” typically the same or next business day </li></ul></ul><ul><ul><li>Employee must comply with Employer call-off and other leave procedures except for “unusual circumstances” and such failure may allow Employer to delay/deny FMLA-protected leave. </li></ul></ul>
  107. 107. Content of Employee Notice <ul><ul><li>Employee doesn’t have to say “FMLA”, but must do more than say “I’m sick” i.e., must provide sufficient information for Employer to reasonably determine FMLA applicability </li></ul></ul><ul><ul><li>After previously taking FMLA-protected leave, Employee must specifically reference qualifying reason when seeking more leave. </li></ul></ul>
  108. 108. Content of Employee Notice <ul><ul><li>Employer may acquire additional info through WC, ADA discussions, paid leave requests, and other informal means, and Employee is obliged to respond to such questions. </li></ul></ul>
  109. 109. Medical Certification <ul><li>New (Optional) Medical Certification Forms (“MCF”) </li></ul><ul><li>More Specific & Detailed </li></ul><ul><li>Requires “medical facts” but merely permits, but does not require, Employee’s diagnosis </li></ul>
  110. 110. Medical Certification Form <ul><li>May request MCF within 5 bus. days of leave request (or taking of unforeseen leave) or at later date if question appropriateness or duration of leave. </li></ul><ul><li>Employee must return complete MCF within 15 days unless not practicable despite Employees’ diligence or unless Employer affords more than 15 days. </li></ul>
  111. 111. Medical Certification Form <ul><li>If Employer deems MCF to be insufficient, Employer must return it to Employee specifying the deficiency in writing. Employee must do so within 7 days. </li></ul>
  112. 112. Medical Certification Form <ul><li>Employer may contact Employee’s HCP directly to “authenticate and clarify” MCF, but only after Employee has chance to cure deficiencies </li></ul><ul><li>Must comply with HIPAA, but may deny leave if Employee refuses to consent and MCF remains unclear </li></ul><ul><li>Can be management official, but not Employee’s direct supervisor </li></ul>
  113. 113. Recertification <ul><li>Employer may not request recertification no more often than every 30 days and only in connection with a new absence, unless: </li></ul><ul><li>Minimum duration of leave is more than 30 days, then Employer must wait until minimum duration expires before requiring a recertification – unless (i) Employee requests to extent their leave; (ii) circumstances change significantly; or (iii) information casts doubt on stated reason for absence or continuing validity of certification. </li></ul>
  114. 114. Recertification <ul><li>At Employee’s expense unless Employer provides otherwise. </li></ul><ul><li>No second/third opinions. </li></ul><ul><li>May provide HCP record of absences and ask if need for leave and attendance record is consistent with SHC. </li></ul>
  115. 115. Light Duty Work <ul><li>Old Regs.- “Job restoration rights …available until 12 weeks have passed within 12 month period, ‘including all FMLA leave taken and a period of light duty’” </li></ul><ul><li>New Regs. – Employee’s right to FMLA leave and job restoration are not affected by light duty assignments. Employer can’t require light duty and can’t count time on light duty towards FMLA allotment, but Employee may loose entitlement to WC by declining light duty assignments – WC is “not the equivalent of leave under FMLA” </li></ul>
  116. 116. Waiver of FMLA Claims <ul><li>Several Courts Have Held that FMLA Claims Can’t be Waived Without Court or DOL Approval </li></ul><ul><li>Severance Agreement Issue </li></ul><ul><li>New Regs. - FMLA Claims Can be Waived in Private Agreement </li></ul>
  117. 117. Chronic SHC Usually For Intermittent FMLA <ul><li>Old Regs.-Required “periodic” visits to an HCP but not defined. </li></ul><ul><li>New Regs. - At least 2 visits per year for condition in question. </li></ul>
  118. 118. Fitness For Duty Evaluation <ul><li>Old Regs. - HCP need only provide a “Simple Statement of Employee’s Ability to Return”, and Employer follow-up not permitted </li></ul><ul><li>New Regs. - May provide Employee with list of essential job functions and require that HCP certify ability to perform. </li></ul><ul><li>New Regs. - Employer may contact HCP same as with original MCF </li></ul>
  119. 119. Perfect Attendance Awards <ul><li>A Number of Courts Have “Attacked” Because of Negative Impact on Employees Taking FMLA </li></ul><ul><li>New Regs. - Don’t have to “ignore” FMLA time as long as don’t ignore absence for other LOAs </li></ul>
  120. 120. HOLIDAYS <ul><li>Less Than a Week of FMLA, Holidays Not Counted Unless Scheduled and Expected to Work The Holiday </li></ul><ul><li>Full Weeks, Holiday Hours Count as FMLA Time </li></ul>
  121. 121. OFCCP
  122. 122. OFCCP Enforcement Jurisdiction <ul><li>Executive Order 11246 </li></ul><ul><li>Section 503 of the Rehabilitation Act of 1973 </li></ul><ul><li>Vietnam Era Readjustment Assistance Act of 1974 </li></ul>
  123. 123. OFCCP Enforcement Jurisdiction <ul><li>“ Federal Contractors” </li></ul><ul><li>50 or More Employees </li></ul><ul><li>Direct Contract </li></ul><ul><li>Covered Subcontract </li></ul><ul><li>Federal Government or Agency </li></ul>
  124. 124. OFCCP Enforcement Jurisdiction <ul><li>Provider must have a federal contract, or federal contracts in the aggregate, which meet the required monetary threshold of $10,000. </li></ul><ul><li>AAP not required unless 50 or more employees and at least one federal contract worth $50,000 or more.  </li></ul>
  125. 125. Covered Federal Contractor <ul><li>Must Ensure Nondiscrimination in Employment Practices </li></ul><ul><li>Prepare and Maintain Written Affirmative Action Plan </li></ul><ul><li>Complicated Regulations </li></ul><ul><li>Compliance Audits </li></ul>
  126. 126. Affirmative Action Obligations <ul><li>Written AAPs for minorities, women, veterans and individuals with disabilities </li></ul><ul><li>Annual self audits re hires, promotions, terminations and compensation </li></ul><ul><li>Recordkeeping requirements for applicants & new hires </li></ul><ul><li>Posting of notices, including advising employees of their right to join unions </li></ul><ul><li>Listing all job openings with state workforce development agencies </li></ul><ul><li>Lengthy & expensive OFCCP compliance audits (Random) </li></ul>
  127. 127. OFCCP Compliance Audits <ul><li>Often take years to complete </li></ul><ul><li>Time consuming, intrusive and expensive </li></ul><ul><li>Extremely difficult to defend OFCCP systematic discrimination findings </li></ul><ul><li>Six figure damage awards/settlements not uncommon </li></ul>
  128. 128. Why Worry? <ul><li>OFCCP v. UPMC Braddock , ARB Case No. 08-048 (May 29, 2009) </li></ul><ul><li>Florida Hospital of Orlando , ALJ Case No. 2009-OFC-00002  </li></ul><ul><li>Appeals pending </li></ul><ul><li>New OFCCP Directive!!! </li></ul>
  129. 129. Federal Contracts <ul><li>OFCCP has taken the position for years that participation in Medicare (Parts A and B) and Medicaid constitute federal financial assistance and are not contracts </li></ul><ul><li>Most healthcare providers have operated comfortably outside the reach of OFCCP jurisdiction  </li></ul><ul><li>Current OFCCP has been attempting to establish jurisdiction over healthcare providers that participate directly and indirectly in other types of federal healthcare programs such as… </li></ul>
  130. 130. Federal Contracts?? <ul><li>Federal Employees Health Benefit Plan (FEHBP) (administered by the Office of Personnel Management (OPM) and serving civilian federal employees/retirees and their families) </li></ul><ul><li>TRICARE (administered by the TRICARE Management Activity (TMA) and serving active and retired military service members and their families </li></ul>
  131. 131. New OFCCP Directive <ul><li>OFCCP issued a new directive to announce, for the first time, its position that contracts related to Medicare Part C (Medicare Advantage) and Part D (Prescription Drug Plans) constitute federal contracts </li></ul><ul><li>  UPMC Braddock & Florida Hospital cases will control </li></ul><ul><li>Citations being issued </li></ul>
  132. 132. QUESTIONS AND ANSWERS
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