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	<title>OMW Employment Law Blog</title>
	
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		<title>OMW Employment Law Blog</title>
		<link>http://omwemploymentandlaborlaw.com</link>
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		<title>New FMLA Forms for an Employee’s Own Serious Health Condition</title>
		<link>http://feedproxy.google.com/~r/OmwEmploymentLawBlog/~3/NQTWVXAXw9w/</link>
		<comments>http://omwemploymentandlaborlaw.com/2012/12/20/new-fmla-forms-for-an-employees-own-serious-health-condition-2/#comments</comments>
		<pubDate>Thu, 20 Dec 2012 18:34:51 +0000</pubDate>
		<dc:creator>Karen Sutherland</dc:creator>
				<category><![CDATA[FMLA]]></category>

		<guid isPermaLink="false">http://omwemploymentandlaborlaw.com/?p=264</guid>
		
				<content:encoded><![CDATA[The U.S. Department of Labor has updated its Family and Medical Leave Act (“FMLA”) forms.  The forms are not required but they are good resources to use since they include all of the information required by the FMLA.  Additional information and additional forms or notices may be required, however, for state and local leave.  The [...]<br/>
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For more information please visit www.omwemploymentandlaborlaw.com or click on the headline above.<img src="http://feeds.feedburner.com/~r/OmwEmploymentLawBlog/~4/NQTWVXAXw9w" height="1" width="1"/>]]></content:encoded>
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			<media:title type="html">Karen Sutherland</media:title>
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	<feedburner:origLink>http://omwemploymentandlaborlaw.com/2012/12/20/new-fmla-forms-for-an-employees-own-serious-health-condition-2/</feedburner:origLink></item>
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		<title>New FMLA Forms for an Employee’s Own Serious Health Condition</title>
		<link>http://feedproxy.google.com/~r/OmwEmploymentLawBlog/~3/utYz8hssxBg/</link>
		<comments>http://omwemploymentandlaborlaw.com/2012/12/20/new-fmla-forms-for-an-employees-own-serious-health-condition/#comments</comments>
		<pubDate>Thu, 20 Dec 2012 18:17:46 +0000</pubDate>
		<dc:creator>Karen Sutherland</dc:creator>
				<category><![CDATA[FMLA]]></category>
		<category><![CDATA[Uncategorized]]></category>

		<guid isPermaLink="false">http://omwemploymentandlaborlaw.com/?p=265</guid>
		
				<content:encoded><![CDATA[The U.S. Department of Labor has updated its Family and Medical Leave Act (“FMLA”) forms.  The forms are not required but they are good resources to use since they include all of the information required by the FMLA.  Additional information and additional forms or notices may be required, however, for state and local leave.  The [...]<br/>
<br/>
For more information please visit www.omwemploymentandlaborlaw.com or click on the headline above.<img src="http://feeds.feedburner.com/~r/OmwEmploymentLawBlog/~4/utYz8hssxBg" height="1" width="1"/>]]></content:encoded>
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			<media:title type="html">Karen Sutherland</media:title>
		</media:content>
	<feedburner:origLink>http://omwemploymentandlaborlaw.com/2012/12/20/new-fmla-forms-for-an-employees-own-serious-health-condition/</feedburner:origLink></item>
		<item>
		<title>Employment At-Will Notices May Violate Federal Law</title>
		<link>http://feedproxy.google.com/~r/OmwEmploymentLawBlog/~3/Al5LrYc0tSc/</link>
		<comments>http://omwemploymentandlaborlaw.com/2012/11/16/employment-at-will-notices-may-violate-federal-law/#comments</comments>
		<pubDate>Fri, 16 Nov 2012 16:09:13 +0000</pubDate>
		<dc:creator>Karen Sutherland</dc:creator>
				<category><![CDATA[Employment Policies]]></category>
		<category><![CDATA[Labor Laws]]></category>
		<category><![CDATA[NLRB]]></category>
		<category><![CDATA[Employee Termination]]></category>
		<category><![CDATA[Employment Law Guide]]></category>
		<category><![CDATA[Employee handbooks]]></category>
		<category><![CDATA[at-will employment]]></category>
		<category><![CDATA[National Labor Relations Board]]></category>
		<category><![CDATA[National Labor Relations Act]]></category>
		<category><![CDATA[NLRA]]></category>
		<category><![CDATA[Employee Policies]]></category>
		<category><![CDATA[Employee Manuals]]></category>

		<guid isPermaLink="false">http://omwemploymentandlaborlaw.com/?p=256</guid>
		
				<content:encoded><![CDATA[The National Labor Relations Board (NLRB) has turned its attention recently to at-will notices in employee handbooks.  For example, in Case 28-CA-23443, language in an employee handbook stating “I further agree that the at-will employment relationship cannot be amended, modified or altered in any way” was found by an administrative law judge to be unlawful because [...]<br/>
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For more information please visit www.omwemploymentandlaborlaw.com or click on the headline above.<img src="http://feeds.feedburner.com/~r/OmwEmploymentLawBlog/~4/Al5LrYc0tSc" height="1" width="1"/>]]></content:encoded>
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			<media:title type="html">Karen Sutherland</media:title>
		</media:content>
	<feedburner:origLink>http://omwemploymentandlaborlaw.com/2012/11/16/employment-at-will-notices-may-violate-federal-law/</feedburner:origLink></item>
		<item>
		<title>Marijuana at Work: Washington’s Initiative 502</title>
		<link>http://feedproxy.google.com/~r/OmwEmploymentLawBlog/~3/i-ntDj-b1Bk/</link>
		<comments>http://omwemploymentandlaborlaw.com/2012/11/10/marijuana-at-work-washingtons-initiative-502/#comments</comments>
		<pubDate>Sat, 10 Nov 2012 00:11:39 +0000</pubDate>
		<dc:creator>Karen Sutherland</dc:creator>
				<category><![CDATA[Accommodation]]></category>
		<category><![CDATA[ADA]]></category>
		<category><![CDATA[Americans with Disabilities Act]]></category>
		<category><![CDATA[Discrimination]]></category>
		<category><![CDATA[Drug policies]]></category>
		<category><![CDATA[Drug testing]]></category>
		<category><![CDATA[Employment Policies]]></category>
		<category><![CDATA[Marijuana at work]]></category>
		<category><![CDATA[ADA amendments]]></category>
		<category><![CDATA[ADAAA]]></category>
		<category><![CDATA[drug-free workplace]]></category>
		<category><![CDATA[employee privacy]]></category>
		<category><![CDATA[Employee Termination]]></category>
		<category><![CDATA[Employment Law Guide]]></category>
		<category><![CDATA[I-502]]></category>
		<category><![CDATA[Initiative 502]]></category>
		<category><![CDATA[Marijuana]]></category>
		<category><![CDATA[pot]]></category>
		<category><![CDATA[Reasonable Accommodation]]></category>
		<category><![CDATA[retaliation]]></category>

		<guid isPermaLink="false">http://omwemploymentandlaborlaw.com/?p=249</guid>
		
				<content:encoded><![CDATA[In light of the passage of Initiative 502, can Washington State employers continue to have policies prohibiting being under the influence of, or possession and use of, marijuana at work?  The short answer is “probably yes.”  Just because something is legal does not mean that employers are required to allow it.  The text of I-502 [...]<br/>
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For more information please visit www.omwemploymentandlaborlaw.com or click on the headline above.<img src="http://feeds.feedburner.com/~r/OmwEmploymentLawBlog/~4/i-ntDj-b1Bk" height="1" width="1"/>]]></content:encoded>
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			<media:title type="html">Karen Sutherland</media:title>
		</media:content>
	<feedburner:origLink>http://omwemploymentandlaborlaw.com/2012/11/10/marijuana-at-work-washingtons-initiative-502/</feedburner:origLink></item>
		<item>
		<title>Limitations On Use of Genetic Information By Employers</title>
		<link>http://feedproxy.google.com/~r/OmwEmploymentLawBlog/~3/GI8-m9jdJP8/</link>
		<comments>http://omwemploymentandlaborlaw.com/2011/02/10/gina/#comments</comments>
		<pubDate>Thu, 10 Feb 2011 17:18:37 +0000</pubDate>
		<dc:creator>OMW Employment Law</dc:creator>
				<category><![CDATA[Discrimination]]></category>
		<category><![CDATA[Employment Policies]]></category>

		<guid isPermaLink="false">http://omwemploymentlaw.com/?p=236</guid>
		
				<content:encoded><![CDATA[EEOC issues new rules interpreting the Genetic Information Nondiscrimination Act regarding the collection of genetic information by employers.  Employers should be careful about requesting or acquiring genetic information about employees.<br/>
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For more information please visit www.omwemploymentandlaborlaw.com or click on the headline above.<img src="http://feeds.feedburner.com/~r/OmwEmploymentLawBlog/~4/GI8-m9jdJP8" height="1" width="1"/>]]></content:encoded>
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			<media:title type="html">OMW Employment Law</media:title>
		</media:content>
	<feedburner:origLink>http://omwemploymentandlaborlaw.com/2011/02/10/gina/</feedburner:origLink></item>
		<item>
		<title>New ADA Regulations Explained</title>
		<link>http://feedproxy.google.com/~r/OmwEmploymentLawBlog/~3/fMwhKW09Pd0/</link>
		<comments>http://omwemploymentandlaborlaw.com/2010/08/07/new-ada-regulations-explained/#comments</comments>
		<pubDate>Sat, 07 Aug 2010 00:23:57 +0000</pubDate>
		<dc:creator>Karen Sutherland</dc:creator>
				<category><![CDATA[Accommodation]]></category>
		<category><![CDATA[ADA]]></category>
		<category><![CDATA[Americans with Disabilities Act]]></category>
		<category><![CDATA[Seminars]]></category>
		<category><![CDATA[ADA amendments]]></category>
		<category><![CDATA[ADA Title II]]></category>
		<category><![CDATA[ADA Title III]]></category>
		<category><![CDATA[ADAAA]]></category>
		<category><![CDATA[Reasonable Accommodation]]></category>

		<guid isPermaLink="false">http://omwemploymentlaw.com/?p=228</guid>
		
				<content:encoded><![CDATA[On July 26, 2010, the U.S. Department of Justice released new regulations under Title III of the Americans with Disabilities Act (ADA) on accessibility for places of public accommodation.  “Places of public accommodation” are facilities operated by private entities whose operations affect commerce and fall within at least one of several categories that include a [...]<br/>
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For more information please visit www.omwemploymentandlaborlaw.com or click on the headline above.<img src="http://feeds.feedburner.com/~r/OmwEmploymentLawBlog/~4/fMwhKW09Pd0" height="1" width="1"/>]]></content:encoded>
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			<media:title type="html">Karen Sutherland</media:title>
		</media:content>
	<feedburner:origLink>http://omwemploymentandlaborlaw.com/2010/08/07/new-ada-regulations-explained/</feedburner:origLink></item>
		<item>
		<title>No New Extension of COBRA Benefits Subsidy</title>
		<link>http://feedproxy.google.com/~r/OmwEmploymentLawBlog/~3/x-px_Q_igeg/</link>
		<comments>http://omwemploymentandlaborlaw.com/2010/07/24/no-new-extension-of-cobra-benefits-subsidy/#comments</comments>
		<pubDate>Sat, 24 Jul 2010 19:04:02 +0000</pubDate>
		<dc:creator>Karen Sutherland</dc:creator>
				<category><![CDATA[COBRA]]></category>
		<category><![CDATA[layoffs]]></category>
		<category><![CDATA[Unemployment]]></category>
		<category><![CDATA[ARRA]]></category>
		<category><![CDATA[COBRA Extension]]></category>
		<category><![CDATA[COBRA premium reduction]]></category>
		<category><![CDATA[COBRA subsidy]]></category>
		<category><![CDATA[employee health insurance]]></category>
		<category><![CDATA[Employee Termination]]></category>
		<category><![CDATA[Health Insurance Premium Subsidy]]></category>

		<guid isPermaLink="false">http://omwemploymentlaw.com/?p=221</guid>
		
				<content:encoded><![CDATA[The recent passage of the Emergency Unemployment Compensation Program Extension and Extended Benefits Temporary Provisions Extension did not extend the subsidy of COBRA benefits.    Congress had previously extended the subsidy for COBRA benefits through May 31, 2010.   The COBRA subsidy provided a 65% health insurance premium subsidy for up to 15 months to qualified employees [...]<br/>
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For more information please visit www.omwemploymentandlaborlaw.com or click on the headline above.<img src="http://feeds.feedburner.com/~r/OmwEmploymentLawBlog/~4/x-px_Q_igeg" height="1" width="1"/>]]></content:encoded>
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			<media:title type="html">Karen Sutherland</media:title>
		</media:content>
	<feedburner:origLink>http://omwemploymentandlaborlaw.com/2010/07/24/no-new-extension-of-cobra-benefits-subsidy/</feedburner:origLink></item>
		<item>
		<title>Who Is a “Son or Daughter” Under the FMLA?</title>
		<link>http://feedproxy.google.com/~r/OmwEmploymentLawBlog/~3/A3_vrLYbMUI/</link>
		<comments>http://omwemploymentandlaborlaw.com/2010/06/22/who-is-a-son-or-daughter-under-the-fmla/#comments</comments>
		<pubDate>Tue, 22 Jun 2010 23:09:16 +0000</pubDate>
		<dc:creator>Ross Farr</dc:creator>
				<category><![CDATA[Employment Policies]]></category>
		<category><![CDATA[FMLA]]></category>
		<category><![CDATA[Wage and Hour Laws]]></category>
		<category><![CDATA[care for a child]]></category>
		<category><![CDATA[Family Medical Leave]]></category>

		<guid isPermaLink="false">http://omwemploymentlaw.com/?p=205</guid>
		
				<content:encoded><![CDATA[Employees can use FMLA protected leave for the placement of a child or to care for a child for whom they have no legal and/or biological relationship and for whom they provide no financial support.  Think stepparents, grandparents, aunts and uncles, or any adult who has assumed the responsibilities of a parent for a child.<br/>
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For more information please visit www.omwemploymentandlaborlaw.com or click on the headline above.<img src="http://feeds.feedburner.com/~r/OmwEmploymentLawBlog/~4/A3_vrLYbMUI" height="1" width="1"/>]]></content:encoded>
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			<media:title type="html">Ross Farr</media:title>
		</media:content>
	<feedburner:origLink>http://omwemploymentandlaborlaw.com/2010/06/22/who-is-a-son-or-daughter-under-the-fmla/</feedburner:origLink></item>
		<item>
		<title>Public Employees, Pagers and Privacy</title>
		<link>http://feedproxy.google.com/~r/OmwEmploymentLawBlog/~3/Rgs4Qafhs-s/</link>
		<comments>http://omwemploymentandlaborlaw.com/2010/06/19/public-employees-pagers-and-privacy/#comments</comments>
		<pubDate>Sat, 19 Jun 2010 18:14:08 +0000</pubDate>
		<dc:creator>Ross Farr</dc:creator>
				<category><![CDATA[Cell Phones and PDAs]]></category>
		<category><![CDATA[Employment Policies]]></category>
		<category><![CDATA[Lawsuits]]></category>

		<guid isPermaLink="false">http://omwemploymentlaw.com/?p=190</guid>
		
				<content:encoded><![CDATA[The Court's opinion, written by Justice Kennedy, decided not to decide "the whole concept of privacy expectations in communications made on electronic equipment owwned by a government employer."  Instead the Court decided the case applying basic Fourth Amendment principles, and decided that regardless of the employee's privacy expectations, the search here was reasonable on settled Fourth Amendment grounds.<br/>
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			<media:title type="html">Ross Farr</media:title>
		</media:content>
	<feedburner:origLink>http://omwemploymentandlaborlaw.com/2010/06/19/public-employees-pagers-and-privacy/</feedburner:origLink></item>
		<item>
		<title>Getting Paid for Getting Dressed</title>
		<link>http://feedproxy.google.com/~r/OmwEmploymentLawBlog/~3/58TrW70jvQ4/</link>
		<comments>http://omwemploymentandlaborlaw.com/2010/06/19/getting-paid-for-getting-dressed/#comments</comments>
		<pubDate>Sat, 19 Jun 2010 18:07:31 +0000</pubDate>
		<dc:creator>Ross Farr</dc:creator>
				<category><![CDATA[Employment Policies]]></category>
		<category><![CDATA[Wage and Hour Laws]]></category>
		<category><![CDATA[donning and doffing]]></category>
		<category><![CDATA[FLSA]]></category>

		<guid isPermaLink="false">http://omwemploymentlaw.com/?p=180</guid>
		
				<content:encoded><![CDATA[The U.S. Department of Labor recently issued a new interpretation of donning and doffing requirements under the Fair Labor Standards Act, bringing the Department's interpretation in line with recent court decisions.  The issue is whether employees should be paid for putting on and taking off clothing before and after work.  <br/>
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			<media:title type="html">Ross Farr</media:title>
		</media:content>
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