A Brief History of the Family and Medical Leave Act

Family and Medical Leave Act
Image: dol.gov

An associate attorney at Ice Miller, LLP, Courtney King represents clients on a wide range of state and federal labor and employment law matters. Throughout her career as a lawyer, Courtney King has become familiar with several federal acts relating to her field of practice, including the Family and Medical Leave Act.

The history of the Family and Medical Leave Act (FMLA) dates back to 1984 when Donna Lenhoff, a member of the Women’s Legal Defense Fund and a staff member of Congressman Howard Berman of California, first drafted the law. In the following year, the FMLA was introduced to the House of Representatives. This early draft included provisions for 18 weeks of unpaid parental leave for the serious illness, adoption, or birth of a child over the course of two years. It also allowed for 26 weeks of unpaid medical leave for an employee’s serious health condition.

The bill was met with resistance and repeatedly blocked. After nine years of campaigning, it was passed and signed into law by President Bill Clinton in 1993. Over the years, the law had changed slightly from its first incarnation. The final version applied to employers with at least 50 employees and allowed for 12 weeks of unpaid medical and parental leave.

Other changes to the FMLA have included two special military family leave amendments as part of the National Defense Authorization Act for Fiscal Year 2008 and new statutory amendments contained in the same act for Fiscal Year 2010.

How the EEOC Fights Discrimination Against Persons with Disabilities

Equal Employment Opportunity Commission
Image: eeoc.gov

Attorney Courtney King received her juris doctor from University of Louisville. A lawyer with membership in the American Bar Association, Courtney King also belongs to its Labor and Employment Section. In her practice as an attorney, she ensures her clients with disabilities receive full protection provided by the Americans with Disabilities Act (ADA).

The ADA is an act that prohibits discrimination against people with disabilities in all aspects of life, including employment. The Department of Labor enforces this law and provides information on the law through its Office of Disability Employment Policy (ODEP). Moreover, the Equal Employment Opportunity Commission (EEOC) is another federal agency that helps enforce the ADA in order to prevent discrimination in employment.

The EEOC performs many functions in order to prevent employment discrimination against persons with disabilities. The commission offers outreach, education, and technical assistance, all in an effort to curb discrimination. In addition, it has the authority to investigate cases alleging discrimination on the part of the employer. These fact-finding investigations research if discrimination has indeed taken place. If discrimination has been proven to have occurred, the commission attempts to settle the charge. However, if more investigation is needed to establish that discrimination has indeed occurred, they have the authority to file lawsuits to protect the public’s interest.

An Overview of the National Labor Relations Act

Experienced Indianapolis-based lawyer Courtney King works as an associate attorney at Ice Miller LLP. As an attorney focused on matters related to labor and employment, Courtney King has an in-depth understanding of laws such as the National Labor Relations Act.

A legacy of Franklin D. Roosevelt’s New Deal, the National Labor Relations Act (NLRA) was passed by Congress in 1935 and gave employees the right to form trade unions, negotiate for improved working conditions, and organize collective actions if necessary. Prior to the passage of the Act, the rights of workers were limited, and employers were free to fire and, in some cases, even physically harm union members and those attempting to organize unions.

The NLRA also created the National Labor Relations Board (NLRB), which enforces the Act, and led to a surge in union membership; in fact, 35 percent of America’s workforce was part of a union by the mid-1940s. Although later acts somewhat weakened the NLRA, it and the NLRB still govern labor relations in private companies today.

The American Bar Association Holds 2015 Annual Meeting in Chicago

An accomplished lawyer specializing in labor and employment law matters, Courtney King serves as an associate attorney in the Labor and Employment Group at Ice Miller LLP in Indianapolis. Throughout her career as an attorney, Courtney King has maintained memberships in several legal organizations, including the American Bar Association (ABA).

The ABA recently wrapped up its 2015 Annual Meeting, which took place July 30 – August 4 in Chicago. The six-day event featured a robust education program comprising general and showcase sessions on a variety of cutting-edge issues, such as sustainability law, voting rights, US and Cuba relations, and same-sex marriage.

A lineup of prominent featured speakers headlined the meeting, including Attorney General of the United States Loretta Lynch, who delivered the keynote address during the ABA General Assembly. In addition to offering a range of education sessions and excellent presentations, the 2015 ABA Annual Meeting gave attendees the opportunity to network with their peers at the ABA Expo and events like luncheons and receptions. ABA members are already looking ahead to the 2016 Annual Meeting, which will be held August 4 – 9 in San Francisco.

Understanding EEOC and the Americans with Disabilities Act

Based in Indianapolis, Courtney King is an attorney with Ice Miller, LLP. In her work as an attorney, Courtney King often takes on administrative proceedings heard before the U.S. Equal Employment Opportunity Commission (EEOC). Established a half century ago, the EEOC is a federal agency tasked with investigating complaints related to discrimination based on factors such as color, race, religion, age, gender, and disability.

Disability discrimination is covered under the Americans with Disabilities Act (ADA) and requires that employers reasonably accommodate those with physical or mental impairments, so long as it does not entail significant expense or difficulty.

EEOC regulations against discrimination extend to hiring and firing, as well as job assignments, training, and benefits. Also covered under the ADA are serious incidents of harassment related to disabilities that make the working environment hostile or challenging. In cases where ADA violations may have occurred, it is important to contact a lawyer experienced in the area of labor and employment law.