join our network! affiliate login  
Custom Search
GET OUR FREE EMAIL NEWSLETTERS!
Daily and Weekly Editions • Articles • Alerts • Expert Advice • Learn More
Makowski v. SmithAmundsen (7th Cir. 2011)

Articles Discussing Case:

HR Director's Alleged Comments Prove Costly

Ogletree Deakins • December 19, 2011
A federal appellate court recently held that remarks allegedly made by a law firm's human resources director could be "direct evidence" of pregnancy discrimination and a violation of the Family and Medical Leave Act (FMLA). According to the Seventh Circuit Court of Appeals, such evidence falls outside of the "hearsay" objection that might otherwise keep it from being presented to a jury. Makowski v. SmithAmundsen LLC, No. 10-3330, Seventh Circuit Court of Appeals (November 9, 2011).

Alleged comments by HR director sufficient to defeat company's motion for summary judgment.

Ogletree Deakins • November 21, 2011
Remarks by a law firm’s human resources director could be “direct evidence” of pregnancy discrimination and violation of the FMLA, according to the 7th U.S. District Court of Appeals. According to the court, such evidence falls outside of the “hearsay” objection that might otherwise keep it from being presented to a jury. Makowski v. SmithAmundsen LLC, 7th Cir., No. 10-3330, November 9, 2011.

Manager's Loose Lips Sinks Employer's Chances of Dismissing FMLA Claim

Franczek Radelet P.C • November 16, 2011
When making difficult decisions about eliminating jobs, senior management surely may disagree as to "who" is cut and how it's done. However, after the decision is made, it is critical that management collectively support the decision and refrain from public dissension. When that dissension is shared publicly or with the affected employee, it can spell disaster.