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• An Overview for Employers of the Uniformed Services Employment and Re-employment Rights Act ( January 2003 )
  Ronald L. Fano of Grimshaw & Harring, P.C.

  The failure to follow USERRA can have serious consequences for employers, and therefore, all employers should make sure that their current policies, handbooks and most importantly, their current practices when dealing with an employee called to fulfill his/her military obligation, are in compliance with USERRA.

• The Domestic Partner Rights and Responsibilities Act Presents ( May 2005 )
  Rod M. Fliegel and Cathy S. Beyda of Littler Mendelson, P.C.

  California's expanded domestic partnership law, effective January 1, 2005, presents thorny issues for California employers covered by both the state and federal family leave laws.

• When Does An Employee Suffer From A "Serious Health Condition" Under CFRA? ( January 2005 )
  Sheppard Mullin Richter & Hampton, LLP

  The California Family Rights Act ("CFRA") provides a qualified employee with up to 12 workweeks of protected "family care and medical leave." CFRA defines "medical leave" to include an employee's own serious health condition that makes the employee unable to perform the functions of the employee's job.

• Considering the overlap of the ADA, FMLA and Delaware Workers' Compensation Law when dealing with absences of ill, injured, and disabled employees ( July 2004 )
  Wendy K. Voss of Potter Anderson & Corroon LLP

  Although all may be implicated by an employee's leave of absence, the ADA, FMLA, and Delaware's workers' compensation laws differ in terms of their purpose, coverage, rights, and requirements. The purpose of the FMLA is to give eligible employees the right to take unpaid leave because of the birth of a child or a serious health condition. The ADA protects qualified individuals with disabilities from employment discrimination. Finally, workers' compensation laws are designed to ensure employees are compensated for lost wages due to job-related injuries until they are able to return to work.

• Navigating The Workers' Compensation/ADA/FMLAMinefield: How To Get Your Employees On Workers'Compensation Back To Work And Avoid Liability UnderFederal And/Or State Law ( March 2004 )
  Peter S. Hicks and Megan L. Pedersen of Williams, Kastner & Gibbs PLLC

  To avoid having to pay substantial time loss compensation, employers should attempt to find light duty work for an injured employee. But light duty work is not without its perils.

• Employment Law Alert: Same-Sex Marriage in Massachusetts ( March 2004 )
  Ellen M. Majdloch of Nixon Peabody LLP

  When Massachusetts’ highest court ruled last November that same-sex couples have a constitutional right to be married, few employers in Massachusetts were thinking about the practical effects of this decision on the workplace. Now, as the debate over same-sex marriage spreads to other jurisdictions, employers across the country have begun to consider what same-sex marriage will mean for them.

• Tolerating Your Co-Workers ( September 2003 )
  Karen  Sutherland of Ogden Murphy Wallace, P.L.L.C.

  Tolerance of co-workers can be more than an ethical or a management issue. In fact, the law does not require fair and courteous treatment of all employees. This article is intended for co-workers, but also for human resources professionals or other managers advising their company on issues that they face in having their co-workers tolerate each other.

• Tips on Tackling Two Major FMLA Challenges: Intermittent FMLA Leave and Terminations During FMLA Leave ( August 2003 )
  Pamela M. Ploor and Alexis L. Pheiffer of Quarles & Brady LLP

  Although HR professionals may often feel otherwise, the FMLA is not an employee's passport to take protected leave whenever and under whatever conditions the employee pleases.