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Welcome to Priscilla Hapner's irregular employment law update, which focuses on legal developments of interest to Central Ohio attorneys, employers and employees. Feel free to offer suggestions of subjects on which she should blog for your reading pleasure or edification.
About Priscilla Hapner
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Speaking Engagements and Articles:
Listed as one of Central Ohio's "Top Lawyers" by Columbus CEO Magazine (April 2009, 2010, 2011, 2012, 2013, 2014, 2016, 2017, 2018, 2019, 2020, 2021 and 2022).
UPCOMING SPEAKING ENGAGEMENTS:
Drafting Employee Handbooks and Policies in 2024, National Business Institute, March 6, 2024.
PRIOR SPEAKING ENGAGEMENTS:
"Employment Law Update," South Central Ohio Human Resources Council, Chillicothe, January 18, 2024.
Blog Archive
Popular Posts
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Last week, the Montgomery County Court of Appeals in Dayton affirmed summary judgment for a public school, although on different grounds th...
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Index
- retaliation (80)
- ADA (69)
- EEOC (63)
- FMLA (60)
- FLSA (57)
- age discrimination (38)
- pretext (38)
- reasonable accommodation (30)
- Sixth Circuit (29)
- sexual harassment (29)
- Title VII (27)
- nlrb (27)
- ERISA (24)
- COVID (22)
- unemployment compensation (22)
- whistleblower (22)
- non-compete (21)
- honest belief (19)
- hostile work environment (18)
- limitations period (18)
- settlement (18)
- First Amendment (17)
- NLRA (17)
- Supreme Court (17)
- ADEA (16)
- exempt status (16)
- consent decree (15)
- similarly situated (15)
- union (15)
- disability discrimination (14)
- internal investigation (14)
- race discrimination (14)
- Affirmative Action (13)
- FMLA interference (13)
- sex discrimination (13)
- temporal proximity (13)
- RIF (12)
- attorney fees (12)
- constructive discharge (12)
- direct evidence (12)
- disparate impact (12)
- interactive process (12)
- public policy wrongful discharge (12)
- Franklin County (11)
- Ohio public policy wrongful discharge (11)
- affirmative defense (11)
- arbitration (11)
- causation (11)
- civil service (11)
- material adverse job action (11)
- statistics (11)
- ADAA (10)
- FLSA regulations (10)
- FMLA regulations (10)
- LTD benefits (10)
- discrimination (10)
- federal contractor (10)
- independent contractor (10)
- notice (10)
- perceived disability (10)
- prima facie case (10)
- unemployment (10)
- waiver (10)
- OFCCP (9)
- Regarded as Disabled (9)
- arbitrability (9)
- burden of proof (9)
- defamation (9)
- just cause (9)
- non-competition (9)
- ohio supreme court (9)
- opposition clause (9)
- posting (9)
- religious discrimination (9)
- 1983 (8)
- Ohio minimum wage (8)
- class action (8)
- damages (8)
- hiring (8)
- misclassification of employee (8)
- perceived as disabled (8)
- pregnancy discrimination (8)
- public policy (8)
- reverse discrimination (8)
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- COBRA subsidy (7)
- arbitration clause (7)
- back pay (7)
- but for causation (7)
- criminal background check (7)
- disability (7)
- good faith (7)
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- medical examination (7)
- ohio whistleblower statute (7)
- promissory estoppel (7)
- religious accommodation (7)
- resignation (7)
- arbitration award (6)
- breach of fiduciary duty (6)
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- mandatory arbitration (6)
- medical certification (6)
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- undue hardship (6)
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- e-verify (5)
- employee (5)
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- executive order (5)
- fiduciary duty (5)
- intermittent leave (5)
- lateral transfer (5)
- ohio public records law (5)
- physician (5)
- posters (5)
- pregnancy (5)
- public employee (5)
- replacement (5)
- retaliatory discharge (5)
- sexual orientation (5)
- similarly-situated (5)
- stray remarks (5)
- subjective belief (5)
- substantially limited (5)
- tortious interference (5)
- trade secrets (5)
- userra (5)
- workers compensation (5)
- Breach of employment agreement (4)
- FCRA (4)
- Ohio minimimum wage (4)
- Religion discrimination (4)
- Tort Reform Act (4)
- abusing FMLA leave (4)
- administrative exemption (4)
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- attendance policy (4)
- cat's paw (4)
- co-worker harassment (4)
- confidential information (4)
- confidential workplace investigation (4)
- confidentiality clause (4)
- contract (4)
- contract interpretation (4)
- criminal records (4)
- employee handbook (4)
- employee privacy (4)
- estoppel (4)
- failure to hire (4)
- false claims act (4)
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- incentive bonus (4)
- individual defendants (4)
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- jurisdiction (4)
- maternity leave (4)
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- ohio (4)
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- same sex harassment (4)
- sovereign immunity (4)
- unfair competition (4)
- wrongful discharge (4)
- 301 LMRA (3)
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- COBRA notice (3)
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- WARN Act (3)
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- arbitrator jurisdiction (3)
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- concerted activity (3)
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- demotion (3)
- direct threat (3)
- discovery (3)
- economic realities (3)
- eligibility (3)
- email use (3)
- employee handbook disclaimer (3)
- employer intentional tort (3)
- employer policy (3)
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- gender identity (3)
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- immigration (3)
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- judicial estoppel (3)
- jury instruction (3)
- mandatory maternity leave (3)
- material employment action (3)
- medical certification form (3)
- military family leave (3)
- minimum wage (3)
- misappropriation (3)
- mitigation (3)
- negligent hiring (3)
- non-compete period (3)
- non-profit (3)
- non-profit organization (3)
- ohio constitution (3)
- osha (3)
- pension (3)
- poor performance (3)
- pre-emption (3)
- prevailing party (3)
- promotions (3)
- public policy wrongful discharge claim (3)
- qualified immunity (3)
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- release of claims (3)
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- reporting (3)
- retiree pension benefits (3)
- sanction (3)
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- sex stereotyping (3)
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- speculation (3)
- subpoena (3)
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- unforeseeable leave (3)
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- unpaid wages (3)
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- vague (3)
- wage discrimination (3)
- workers compensation retaliation (3)
- workplace violence (3)
- 100% (2)
- 15 day deadline (2)
- 1981 (2)
- 4112 (2)
- 4112.99 (2)
- CBA (2)
- COBRA (2)
- Charge form (2)
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- breast pump (2)
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- caregiver (2)
- cerebral palsy (2)
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- co-worker (2)
- collateral estoppel (2)
- collective bargaining agreement (2)
- color of state law (2)
- commission (2)
- commute (2)
- complaint (2)
- consent (2)
- constructive notice of need for medical leave (2)
- contract; parol evidence (2)
- counterclaim (2)
- criminal (2)
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- designation notice (2)
- disability leave (2)
- discretion (2)
- discriminatory transfer (2)
- disparate treatment (2)
- due process rights (2)
- duty to bargain (2)
- eligibility determination (2)
- employee handbook acknowledgement (2)
- employer liability (2)
- employer's customary procedures (2)
- employment at will (2)
- employment records (2)
- enterprise coverage (2)
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- equal protection (2)
- equitable tolling (2)
- equittable estoppel (2)
- exhaustion of remedies (2)
- exigency leave (2)
- expert testimony (2)
- fair credit reporting act (2)
- fair representation (2)
- fiance (2)
- four years (2)
- franklin county court of appeals (2)
- fraud (2)
- frivolous claim (2)
- front pay (2)
- gender discrimination (2)
- harassment policy (2)
- healthcare organizations (2)
- illusory (2)
- immunity (2)
- implausible inconsistent explanation (2)
- independent discretion (2)
- inevitable disclosure (2)
- injunctive relief (2)
- internal complaint (2)
- lack of training (2)
- lactation (2)
- liability (2)
- liquidated damages (2)
- me-too (2)
- meal periods (2)
- medical leave (2)
- medical marijuana (2)
- meeting of minds (2)
- military (2)
- mini-COBRA (2)
- misconduct (2)
- mootness (2)
- new trial (2)
- non-discriminatory (2)
- nonunion (2)
- offer of judgment (2)
- ohio trade secret law (2)
- outside sales (2)
- pay discrimination (2)
- penalties (2)
- pension calculations (2)
- perfect attendance bonus (2)
- personal use (2)
- physican (2)
- pleading (2)
- postpartum depression (2)
- preemption (2)
- pregnancy leave (2)
- preliminary injunction (2)
- pretermination hearing (2)
- prima facie qualified (2)
- probationary (2)
- proof of damages (2)
- proximity (2)
- qualifications (2)
- qualified (2)
- rape (2)
- ratification (2)
- reasonable period (2)
- recertification (2)
- record of impairment (2)
- record retention (2)
- religious belief (2)
- removal (2)
- res judicata (2)
- rescission (2)
- safety concerns (2)
- safety risk (2)
- same supervisor (2)
- scope of arbitration clause (2)
- second medical opinion (2)
- serious health condition (2)
- servicemember exingency (2)
- servicemember leave (2)
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- vacation pay (2)
- veterans (2)
- volunteer (2)
- working time (2)
- wrongful termination (2)
- 1250 hours (1)
- 180 days (1)
- 1927 (1)
- 1981; race discrimination (1)
- 1988 (1)
- 2305.252 (1)
- 409A (1)
- 4117.17 (1)
- 9.481 (1)
- ARRA (1)
- BCII (1)
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- Coolidge (1)
- DOJ (1)
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- EEO poster (1)
- EEOC age discrimination discriminatory transfer settlement consent decree (1)
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- Establishment Clause (1)
- FMLA abuse (1)
- Fifth Amendment (1)
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- I-9 (1)
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- National Bank Act (1)
- OCRA religious accommodation (1)
- OCRC Investigation (1)
- ORC 124.23 (1)
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- ability to pay (1)
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Custom Search
Reading for Managers and Supervisors:
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More Legal Disclaimers
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I apologize in advance for any typos or errors in this weblog. If you believe that any content is inaccurate or false, please contact me; I will consider editing existing content, removing that content, or posting a retraction. This information is provided on an "as is" or "as available" basis and I make no warranty of any kind to any reader regarding the information provided and disclaim any liability for damages from use of the weblog or its content.
This blog is offered solely for informational purposes, as a boon for clients and friends, and to answer frequently asked questions. Nothing on this website is intended as legal advice for any purpose and readers should not consider anything written here as legal advice or a legal opinion on any matter. The information contained on this site is subject to change on a whim without notice and you should not rely upon any information for a particular matter or set of facts. Everything on this site is free and you should not take any action based on what cost you nothing. I make no warranties or representations of any kind about the accuracy, currency, reliability, applicability or completeness of any information on this site. However, you should feel free to discuss the information on this site with your lawyer.
Reading the information on this site does not create, and is not intended to create, any attorney-client relationship between you or me. Unless I have checked potential conflicts of interests and obtained from you a signed engagement letter to establish an attorney-client relationship in a particular matter, I will not treat any information that you may send to me as confidential or privileged, and any unsolicited email communications you send to me may be disclosed to other persons without regard to considerations of confidentiality.
The hiring of a lawyer is an important decision which should not be based solely on advertising or surfing the internet. The information contained on this site is not intended to be an advertisement or solicitation of business, but it may be considered as such in some jurisdiction (because it can be read anywhere in the world).
I apologize in advance for any typos or errors in this weblog. If you believe that any content is inaccurate or false, please contact me; I will consider editing existing content, removing that content, or posting a retraction. This information is provided on an "as is" or "as available" basis and I make no warranty of any kind to any reader regarding the information provided and disclaim any liability for damages from use of the weblog or its content.
This blog is offered solely for informational purposes, as a boon for clients and friends, and to answer frequently asked questions. Nothing on this website is intended as legal advice for any purpose and readers should not consider anything written here as legal advice or a legal opinion on any matter. The information contained on this site is subject to change on a whim without notice and you should not rely upon any information for a particular matter or set of facts. Everything on this site is free and you should not take any action based on what cost you nothing. I make no warranties or representations of any kind about the accuracy, currency, reliability, applicability or completeness of any information on this site. However, you should feel free to discuss the information on this site with your lawyer.
Reading the information on this site does not create, and is not intended to create, any attorney-client relationship between you or me. Unless I have checked potential conflicts of interests and obtained from you a signed engagement letter to establish an attorney-client relationship in a particular matter, I will not treat any information that you may send to me as confidential or privileged, and any unsolicited email communications you send to me may be disclosed to other persons without regard to considerations of confidentiality.
The hiring of a lawyer is an important decision which should not be based solely on advertising or surfing the internet. The information contained on this site is not intended to be an advertisement or solicitation of business, but it may be considered as such in some jurisdiction (because it can be read anywhere in the world).