Steffans Legal represents a Therapist who was terminated while she was on MA PFML leave and preparing to return to work with the employer claiming it no longer has any work for her.
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Steffans Legal represents a Senior Compliance Engineer who was terminated for absences during approved medical leave covered by Massachusetts PFML.
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Steffans Legal represents a Senior Accounting Supervisor who was terminated for taking intermittent MA PFML in Medford, Massachusetts.
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Steffans Legal pursues three new claims under the Massachusetts Paid Family and Medical Leave Act.
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The COVID-19 outbreak has changed many employment-related rules, including those that relate to what types of questions an employer may ask their employee or prospective employee regarding potential exposure to COVID-19.
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Massachusetts employees may be entitled to paid or unpaid medical leave or sick leave due to COVID-19 related quarantine, suspected illness or diagnosed illness, caring for a sick family member, or caring for a child at home due to COVID-19 related closures.
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Our Junior Associate, Flo, was caught possibly abusing medical leave. We walk you through Steffans Legal’s subsequent workplace investigation and decision making as to whether or not we could discipline or terminate her employment for the alleged abuse of medical leave.
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Yesterday, Flo came to our management team requesting a workplace accommodation for a recently diagnosed illness she is suffering from. Let’s walk through whether she is covered under any employment laws and if so what we should consider when deciding whether we can accommodate her request.
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The First Circuit, in the case of Miceli v. JetBlue Airways Corp. et al. recently provided helpful guidance to employers and employees when it comes to one of the most difficult areas of employment law: leaves of absence resulting from mental impairments.
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By now, most of you have probably read about the bill signed into law by Governor Charlie Baker, colloquially referred to as the Grand Bargain. By any measure, this bill is surely “grand” in that it dramatically changes three important areas of employment law.
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A 2018 Massachusetts Supreme Judicial Court opinion confirmed that unused sick time is not wages under the Massachusetts Wage Act. As a result, employers do not have to compensate employees for unused sick time at the time of termination.
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The Massachusetts Wage Act may be the most employee-friendly statute around. Employees who succeed with claims under the Wage Act have their damages mandatorily tripled and their attorneys' fees paid.
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