Pursuing a career in Washington, DC, brings with it many unique challenges and opportunities. One hurdle that people should not have to face is the fear of being discriminated against in the workplace. Their place of employment should allow them the safety and support to perform their responsibilities with confidence and effectiveness. Unfortunately, there are plenty of situations where people do not feel safe at work because of the way they are treated.
Frequently asked questions for DC FMLA
Washington D.C. is one of the best places to live for workers who may need paid family leave. Most states in America have no provisions for paid family leave, especially where men are concerned. According to Forbes, out of 41 developed countries all around the world, America is the only one that does not provide paid parental leave.
Many workers in D.C. may feel inclined to keep their disabilities a secret from their boss. This may be due to a fear that the employer may believe they are not well-suited for current or higher positions. Other people may dislike the stigma around their disabilities, which may create an uncomfortable work environment, even if the hostility is only perceived rather than actual.
The United States, as a developed country, comes short in comparison to its peers in providing paid sick leave and family leave. Washington, D.C., a few states and some private companies have gone the extra mile to provide paid sick and family leave to workers. This includes paid leave for new parents, adults who need to take care of a sick family member and workers who need to take care of themselves.
If you are preparing to welcome a new baby into your home, you are probably planning to take some time off to care for your family and bond with your new child. While you may know that the federal and District of Columbia Family Medical Leave Acts allow mothers to take time away from work in this circumstance, you may not be sure of your rights as a father. If you work for an FMLA-covered employer in Washington, D.C., you may take FMLA leave for the birth of a child regardless of whether you are the child's mother or father. In general, to qualify for FMLA leave, you must have worked for your current employer for at least one year, and for at least 1,000 hours over the past year. Employees who work for employers with fewer than 20 employees are not covered by the DC laws, and the federal law requires at least 50 employees.
The Fourth Circuit today reversed the district court (South Carolina) in a Section 1981 and Title VII race discrimination case. The plaintiff was evidently represented pro bono on appeal by the Univ. of Virginia. The plaintiff was a garbage truck driver and was terminated after he complained about delays in getting his truck repaired; the employer also claimed that the plaintiff had committed several earlier infractions.
For employees with certain disabilities, returning to work can be challenging. As a result, the law requires employers in Washington, D.C. to provide reasonable accommodation to workers who are not able to function normally in their previous jobs. If employees ask for accommodation, employers must do whatever they can to make sure they are still able to work.
It is a scenario some workers fear: to say something that an employer dislikes and to be fired because of it. As Forbes explains, the First Amendment protection of free speech rights does not typically apply to workplaces. In many cases, an employer may sanction or fire someone for what they say. However, there are important exceptions that can land an employer in hot water for terminating a Washington D.C. worker for his or her speech.
Here's an update on the October 2018 jury verdict in our firm's tenure case against American University. On February 5, 2019, Judge Rankin denied defendant's post-trial motion . AU made three primary arguments, each of which the court rejected. Some excerpts follow (emphasis added) -