An employer must pay $325,000 in compensatory and punitive damages for retroactively canceling a fired sales manager’s last month of healthcare coverage, and $3,300 for failing to provide the required notice regarding continuation of coverage. The evidence at trial supported a finding that the Employer canceled the Employee's insurance to retaliate against him after alleging age and gender discrimination.
The Final Rules issued by the Equal Employment Opportunity Commission (EEOC) on wellness programs have withstood an initial legal challenge from the American Association of Retired Persons (AARP). In October 2016, AARP filed suit challenging the final rules and seeking a temporary injunction to prevent the rules from taking effect on January 1, 2017. The United States District Court for the District of Columbia denied AARP’s motion for preliminary injunction, and thus the Final Rules have gone into effect as scheduled.
A federal appeals court has held that a hospital interfered with a nurse’s Family and Medical Leave Act (FMLA) rights by failing to notify him that he wouldn’t be restored to his position without a doctor’s return-to-work release, and by failing to pay back wages due in a timely manner.
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