Last time, we began speaking about the importance of understanding one’s rights as an employee when it comes to family/medical leave. As we noted, family/medical leave protections exist at both the state and federal level. While there is a trend of companies offering greater protections than required, employees still need to have a basic understanding of their entitlements under the law to ensure their employer doesn’t take advantage of their ignorance.
Readers who pay attention to the news may have noticed that there has been a lot of talk lately about family leave. As one writer has put it, there is something of an “arms race” to offer employees better leave benefits. Companies like Netflix, Spotify, and Google all offer very generous leave benefits: respectively, one year, six months, and five months. The most recent company to enter the fray is shoe company KEEN, which will now be offering its employees more pay, more time off, and more coverage in terms of eligible relatives.
One of the important ways technology has impacted medical care is through the practice of telemedicine. The term refers to the practice of health care at a distance by means of telecommunication and information technology, and it is a growing area of demand, particularly as more people become insurance under the Affordable Care Act.
Last time, we began speaking about a measure Governor Scott Walker recently signed into law which makes the state of Wisconsin a party to an agreement allowing physicians to participate in a unified multi-state licensure process. As we noted last time, the measure will make it easier for physicians to use their home state’s paperwork to obtain licensure in another participating state.
Minnesota physicians who also practice over in Wisconsin may have heard that Governor Scott Walker sign into law earlier this week a measure aimed at reducing the time and costs doctors from other states face in order to gain admittance to practice medicine in Wisconsin. The measure officially made Wisconsin a party to the Interstate Physician Licensure Compact.
Last time, we began speaking about the general doctrine of at-will employment and various limitations on the rule from a common law and statutory standpoint. Here in Minnesota, the doctrine of at-will employment is fairly robust, and is only limited by what is deemed illegal grounds for termination. This would include, as mentioned in our last post, termination based on illegal discrimination, retaliation and whistle-blowing.
For the vast majority of people, work is a necessary means of survival. Even people who enjoy what they do day in and day out still continue to work, to some extent, because they have to pay the bills. This is why, for most people, it is difficult to think about the fact that there is very little preventing their employer from terminating them at any time. What we’re referring to here is the doctrine of at-will employment.