I don't believe there is anything suspect about this procedure, more information could tip the scales. The EEOC has published guidance on this and on mandatory vaccinations.

I would be curious to hear what an infectious disease physician would say. But from my perspective, on the... View More

You are in relatively uncharted waters. You may have an interesting case. But your biggest concern now should be what you are going to do to make ends meet between now and whenever your case gets resolved, which could be years.

You are correct that Michigan is an at-will state. Her employer can mandate that she get the COVID vaccination, unless she has a medical or religious reason for not wanting to do so. If either of those apply to her, you should contact an employment law attorney in your area to discuss her rights... View More

From the employee's perspective, it depends. Generally the employer and employee can agree to modify the employment relationship anytime.

I am sorry to hear about this situation. It is impossible to answer without more details. Without knowing all the details, At-will employment means an employer can fire a person at any time for any reason except an illegal one. There are numerous conflicting policies/laws at play, including... View More

Maybe. There is a difference between poor management decisions deciding whether or not to accommodate an employee and whether or not those accommodations violate any employee protections. You might consider reviewing Families First Coronavirus Response Act to determine whether or not it applies to... View More

Hi. Under the FFCRA, an employer with fewer than 500 employees is required to offer up to two weeks (80 hours) of paid sick leave at the employee's regular rate of pay if you are quarantined, or, at two-thirds your regular rate of pay if you are unable to work to care for a child whose school... View More

In late June, 2020, the U.S. Supreme Court affirmed a decision by the U.S. Court of Appeals for the 6th Circuit (which covers Michigan), holding generally that discrimination (and by extension harassment) against transgender individuals because of their status or gender nonconformity is... View More

While your employer can prevent you from coming to work if you've been diagnosed with COVID-19, it cannot treat you differently or require any further documentation from you based on any medical condition that could put you at greater risk for COVID-19. If your employer furloughs you instead... View More

Great question! FMLA could preserve your job longterm. However, you would not also be entitled to unemployment. Your compensation would come in the form of any sick time or other benefits your company offers.

What some people do not realize with the enhanced unemployment compensation is... View More

Since your employer is a large corporation (500+ employees) and is considered an essential business, they are not legally required to offer any paid leave during this ongoing pandemic. Since there are no minimum standards here regarding how much paid leave employees are entitled to, your employer... View More

You are not unemployed so you would not qualify for unemployment. The Family First Coronavirus Response Act provides for paid sick leave and paid medical leave for employers with less than 500 employees.

Generally, the Act provides that covered employers must provide to all employees:... View More

I'm sorry for your situation. Your girlfriend may appeal that unemployment agency decision, but unfortunately, that may be a longshot. You are spot-on about the wage issue. And money from extra jobs won't matter. It's the money from the employer you are seeking unemployment from that matters.