Susan Schoenfeld, JD, is a Senior Legal Editor for BLR’s human resources and employment law publications. Ms. Schoenfeld has practiced in the area of employment litigation and counseling, covering topics such as disability discrimination, wrongful discharge, and sexual harassment. She provided training and counseling to corporate clients and litigated cases before the U.S. Court of Appeals, state court, and at the U.S. Department of Labor. Prior to private practice, Ms. Schoenfeld was an attorney with the Civil Rights Division at the U.S. Department of Labor (DOL) in Washington, D.C., where she advised federal agencies, drafted regulations, conducted inspector training courses, and litigated cases for DOL. Ms. Schoenfeld received her undergraduate degree, cum laude, with honors, from Union College, and her law degree from the National Law Center at George Washington University.
Interview: Susan was quoted in a NBCNews.com article on the topic of the reasons why nonvoters don't make it to the polls on Election Day.
Video: Watch Susan's recent video on FMLA recertification requests.
The Equal Employment Opportunity Commission (EEOC) and the U.S. Department of Labor recently published a proposal to revise the EEO-1 reporting form in order to annually collect summary pay data by gender, race, and ethnicity from businesses with 100 or more employees.
I have an employee who is currently approved for intermittent Family and Medical Leave Act (FMLA) leave for migraines and seizures. Her medical certification states that she will require leave 1 to 2 times per month, for 1 to 2 days per episode. She is constantly coming in late, or requesting to leave earlier. She has communicated to her supervisor that when she doesn’t feel well, she’s going to come in late. How do we, as the employer, deal with this type of occurrence?
During the summer of 2015, BLR told you about some new tools, posters, and surveys issued by the Office of Federal Contract Compliance Programs (OFCCP). Since then, the OFCCP has continued to issue new tools, such as a poster, a Web-based tool, a video, and other tools aimed at increasing contractor compliance.
U.S. Department of Labor (DOL) Family and Medical Leave Act (FMLA) Branch Chief Helen Applewhaite recently promised that the DOL would be conducting stepped-up FMLA enforcement, including more on-site visits by federal investigators—she delivered.
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