No, your FMLA does not grant you license to threaten your coworkers

After being harassed by co-workers, Paul Ellis took to Facebook to air his grievances publicly. Among his comments was one that could be perceived as a threat violence: “he’s gonna have an accident on the dock.” When another employee brought a printout of the post to their employer, FedEx, an investigation began. During that investigation. Ellis admitted that one could perceive that comment as a threat. As a result, FedEx fired him.

Prior to his termination, Ellis frequently took leave under the FMLA to receive treatments for his chronic back pain and to take care of his sick mother. He alleged that FedEx retaliated against him for his use of FMLA leave by terminating him.

This is what sex discrimination will look like if the Department of Justice gets its wish to legalize sex stereotyping

Last week the Department of Justice (on behalf of its client, the EEOC), filed a brief asking the Supreme Court to conclude that “sex stereotyping by itself is not a Title VII violation.”

What might this look like if the DOJ gets its wish?

Consider the following story (as told on Reddit).

Can an employer ask an employee to stop groaning in pain all the time if she refuses to seek medical treatment?

Last week I received the following email from Alison Green, who writes the entertaining and informative blog, Ask a Manager.

Hi Jon, 

I’m a huge fan of your work, and I wonder if you might be willing to weigh in with a legal perspective on a letter I’d like to print at Ask a Manager. If you’re up for it, I’d be delighted to print your thoughts, along with a link to your website and book (and anything else you’d like me to link to) in the Ask a Manager post where I tackle this letter. I’m not sure if this is something you do or not, but I’m hoping you might say yes!

My response: “Right back at’cha on the fandom. Happy to share my thoughts for your readers.” (When an email starts with, “I’m a huge fan,” it’s hard to say no.)

Here’s the question posed.

Is a vacation during an FMLA leave inconsistent with an employee’s serious health condition?

A few months ago I wrote about an employee fired for taking a fishing trip while out on an FMLA leave. In that case, the court upheld the termination as lawful. Recently, however, the Supreme Court of Massachusetts considered a similar case and reached the opposite result.

WIRTW #565 (the “back to school” edition)

My kids went back to school this week. 5th grade for Donovan and 8th grade for Norah. I sent them off with this advice.

Try your hardest, be your best you, and always be kind. 

Word to live by, whether you’re a student, an employee, or just a human being.

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A post shared by Jon Hyman (@jonhyman) on Aug 21, 2019 at 5:55am PDT

Here’s what I read this week.

The EEOC asks the Supreme Court to legalize sex discrimination

This fall, the Supreme Court will hear argument in three cases to decide whether Title VII’s coverage of sex discrimination also implicitly protects LGBTQ employees from discrimination. Last week, the EEOC filed its brief in the cases, making a startling argument in favor of legalizing not just LGBTQ discrimination, but all sex discrimination.

“Sex stereotyping by itself is not a Title VII violation”

Does the ADA cover morbid obesity? Federal appellate court says maybe 🤷‍♂️

Jose Valtierra weighed 370 pounds at the time Medtronic terminated his employment in 2014 for falsifying job reports. Valtierra claimed that he had been denied an accommodation for his morbid obesity, which he alleged caused him to be unable to perform his job. Hence, the fake job reports.

The 9th Circuit Court of Appeals punted on the issue of whether "morbid obesity" is a disability covered by the ADA.