- Under the Arkansas Civil Rights Act are human beings persons?
- Does the Tennessee Human Rights Act protect against sexual orientation discrimination?
- Does the Arkansas Civil Rights Act protect against sexual orientation discrimination?
- FMLA Interference – Third Circuit finds FMLA rights exist even without serious health condition
- Welcome to Scurlock Law!
Author Archives: James M. Scurlock
The Arkansas Civil Rights Act (“ACRA”), defines an employer as “a person who employs nine (9) or more employees in the State of Arkansas in each of twenty (20) or more calendar weeks in the current or preceding calendar year, … Continue reading
If you read my post below about the Arkansas Civil Rights Act, you can already guess where I am likely going with this post, but there is a serious exception. In Tennessee, the state courts do not necessarily follow federal … Continue reading
This is a controversial question that has not yet been taken up by the Arkansas Supreme Court since the Equal Employment Opportunity Commission made it clear that it would begin investing sexual orientation discrimination claims as sex discrimination claims under … Continue reading
Yesterday, in Hansler v. Lehigh Valley Hospital Network, the Third Circuit held that even when FMLA paperwork is incomplete or does not contain a listed serious health condition, interference with a person’s FMLA rights can occur under 29 C.F.R. § 825.305(c) when … Continue reading