The Sixth Circuit Court of Appeals has recognized "two distinct theories for recovery under the FMLA: (1) the 'entitlement' or 'interference' theory arising from 29 U.S.C. § 2615(a) (1); and (2) the 'retaliation' or 'discrimination' theory arising from 29 U.S.C. §...
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FMLA
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- An Employer May Be Liable if it Fires an Employee Based on the Employee’s Religious Beliefs or if the Employer Fails to Accommodate an Employee’s Religion
- Discrimination Based on Accent Can Be National Origin Discrimination
- The United States Supreme Court Determined That Title VII Of The Civil Rights Act Of 1964 Prohobits Employment Discrimination Against Gay, Lesbian And Transgender Employees
- The Sixth Circuit Has Recognized Two Distinct Theories for Recovery Under the Family and Medical Leave Act (“FMLA”): An FMLA Entitlement or Interference Theory and an FMLA Discrimination or Retaliation Theory
- There Are Various Ways to Prove Pregnancy Discrimination, Depending on Whether an Express Statement of a Desire to Terminate an Employee Due to Her Pregnancy Was Made or Not