|April 27, 2017 | https:www.fisherphillips.com|
With the recent passage of the Defense of Trade Secrets Act (DTSA), businesses are welcoming the many benefits the statute brings, including federal jurisdiction, robust equitable relief, and the ability to recover compensatory damages, punitive damages, and attorneys’ fees. However, in the midst of celebrating this new federal cause of action, many employers are overlooking a requirement embedded deep within the statute that requires revisions to existing confidentiality agreements and restrictive covenants.
As most employers know, the Family Medical Leave Act (FMLA) allows employees to take up to 12 weeks of leave for their own or a family member’s serious health condition and up to 26 weeks for military caregiver leave. While longer FMLA leaves are relatively straightforward, an employee’s ability to take small increments of FMLA leave on a sporadic basis generates administrative headaches for employers and raises concerns about employee abuse.
Over the past 20 years, the number of individuals with disabilities in the workforce has increased due in part to the Americans with Disabilities Act (ADA). Contemporary technological developments could help increase this number to an even greater extent over the next several years. A growing number of phone and computer apps, available for purchase with a simple tap, are specifically designed with access needs in mind.
Contemporary technological developments could help increase the number of individuals with disabilities in the workforce to an even greater extent over the next several years. A growing number of phone and computer apps, available for purchase with a simple tap, are specifically designed with access needs in mind. The proliferation of such apps is sure to have an impact on requests for reasonable accommodations under the ADA. Click here to read the article, “Bridging The App: Apps That Aid Individuals With Disabilities Enter The Workplace” to learn how this development might impact your business.