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The Family and Medical Leave Act (FMLA) guarantees employees who have been on the job at least a year up to 12 weeks of unpaid leave per year for a birth; an adoption; or care of sick children, spouses, or parents (or their own serious illness) and the same or an equivalent job upon their return.

During a unionizing campaign, an employer can terminate employees who support the union.

Workers’ compensation laws are generally no-fault, which means that workers injured on the job are entitled to recover from their injuries without having to prove who is at fault.

Generally, unpaid internships are a smart tool for the employer to use as a trial period for individuals seeking employment at the conclusion of the internship period.

Red Weasel Co., Inc. bids on a job to install a heating and air conditioning system for a new office building. Aardvark Construction is the general contractor and is responsible for hiring subcontractors, such as Red Weasel Co. Aardvark Construction workers are represented by the International Union of Construction Employees (IUCE). Red Weasel Co. is a nonunion employer and rebuffs efforts by the IUCE to get it to sign a collective bargaining agreement with the union. The IUCE sends emails and letters to the workers of Aardvark Construction asking them not to report to work until Aardvark Construction rejects Red Weasel Co.’s bid and instead selects a union subcontractor. In this case, the IUCE commits the unfair labor practice of engaging in _____.

Mary, who works as a staff manager at Melissa Inn, has a minor blood clot in her brain and thus goes on an extended 14 weeks of leave for her surgery. However, she is not able to completely recover within 14 weeks and asks Melissa Inn for an additional two-week leave to recuperate. Melissa Inn informs her that her position might no longer be available when she returns from her extended leave, and Mary agrees. Which of the following holds true in this case?

Which of the following best describes a defined benefit pension plan?

Once an employee puts forth a prima facie case of disability discrimination, the burden shifts to:

In a disparate treatment case involving a disabled employee, one of the employer’s defenses is to establish that the employment action was taken as a result of the employee’s:

In the event of a reduction in force, age discrimination is most likely to be proven where: