Monthly Archives: March 2015

Takeaways for Employers on the Hillary E-mail Debacle

5 Reasons Employers Should Prohibit Employees From Using Personal Email Accounts Recently, a political firestorm has erupted as news stories revealed that Former Secretary of State (and likely Presidential Candidate) Hillary Clinton utilized private e-mail accounts to conduct government business during her tenure as Secretary of State.  Pundits from the left, right, and center have weighed in on the political impact of Clinton’s e-mail practices.  But putting politics aside, as the story of Clinton’s e-mail usage unfolds, employers should be asking if it is a good idea to allow their employees to send work-related e-mails on private e-mail accounts.  In …

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Pregnant Dancers are Sexy and They Know It

In considering a motion for summary judgment that may have been written just so I could write about it, in Berry v. The Great American Dream, Inc. (No. 13-CV-3297-TWT), the Northern District of Georgia decided – once and for all – that pregnant women can be sexy. Now, you might be thinking – what circumstances could possibly have caused a court to consider that question and come to that conclusion? In comes The Great American Dream, Inc. d/b/a PinUps.  (Yes, another stripper case.) Two months after she became pregnant, Pin Ups terminated one of its dancers who left work early …

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To Grant Leave or Not to Grant Leave…That is the Question

Employers covered by the Family and Medical Leave Act often are surprised to find out that the onus is on them to provide eligible employees notice of FMLA rights in the event of a qualifying absence and to properly designate that absence as leave under the FMLA.  (As if employers don’t have enough on their plates…) The FMLA entitles an eligible employee to leave if the employee has a “serious health condition that makes the employee unable to perform the functions of the position of such employee.” Well, what does that mean? A “serious health condition” is “an illness, injury, …

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