Steffans Legal represents an assistant manager who was constructively discharged after returning to work prematurely during Massachusetts PFML leave related to the birth of her child.
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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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An analysis of whether there are any First Amendment or anti-retaliation protections for employees regarding their social media posts on platforms like Facebook, Twitter, and LinkedIn.
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Two recent cases expanded the scope of evidence Massachusetts employees may utilize to prove hostile work environment and workplace harassment claims.
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On February 11, 2020, the Massachusetts Supreme Judicial Court, in the case of Parker v. EnerNOC, provided some clarity regarding payment of commissions in the post-employment context, although the exact scope of the ruling is unclear.
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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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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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The workplace can be a breeding ground for flu-related illnesses. A 2018 survey estimated the cost to employers of the 2017-2018 flu season to be around $9.42 billion. Employees who come to work sick, get others sick. Sick employees are less productive employees. To address this, can an employer require employees to get flu shots? Not surprisingly, the answer is not simple.
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The employee in this matter suffered from a rare neurological condition that caused her to suffer from periodic and unpredictable episodes that, occassionally, caused her to be late to work. She always notified her manager when she was going to be late and provided as much notice as possible.
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The employee in this matter brought claims of racial harassment, racial discrimination, and retaliation against her employer, based in Worcester. The employee is of Puerto Rican descent and felt she was being treated differently than her caucasian counterparts.
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