Atlanta Employment Lawyer Blog

Whether you are a college student, or you have one, you know that only full- time college students generally continue to receive health insurance benefits after the age of 19, with no coverage for any student who has gaps in that full- time status. But that is about to change for students undergoing health problems.

Starting next October, college students who have to take time off from school for medical reasons will still be allowed to keep their medical insurance benefits under the parent’ health insurance under “Michelle’s Law”, an amendment to ERISA (Sec. 714, PHSA Secs. 2707 and 2753, and Code Sec. 9813).

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President Barak Obama recently announced his choices to head up the Equal Employment Opportunity Commission (EEOC), essentially promoting two current Commissioners to leadership posts at the federal agency.
Stuart J. Ishimaru was appointed as Acting Chairman of the EEOC and Christine M. Griffin as Acting Vice Chair.

Ishimaru’s term will expire on July 1, 2012. He has been a Commissioner since November 2003.

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There are numerous urban legends and endless misinformation about employers’ rights and obligations to employees when the employee has to appear in court (as something other than a defendant). Here is a basic summary of relevant Georgia law on this subject:

Georgia's jury duty leave law comes in under the Official Code of Georgia Annotated at Title 15, Ch. 1; Title 20, Ch. 2, Art. 17, Part 5; Title 34, Ch. 1. Corresponding regulations for state employment are located in the Rules and Regulations of the State of Georgia at Title 478, Ch. 478-1.

The statutes and regulations, with some exceptions, make it unlawful for an employer to discharge, discipline, or otherwise penalize an employee because the employee is absent from employment for the purpose of attending a judicial proceeding in response to a subpoena, summons for jury duty, or other court order or process that requires the attendance of the employee at the judicial proceeding (Sec. 34-1-3(a) and Ga CompR &Regs 478-1-.18, Sec. 18.600). It is also unlawful for an employer to threaten any sort of retaliation toward an employee who is required to appear in court. (Exceptions below)

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