Kathleen Furey McDonough

About the Author

Kathleen Furey McDonough is a partner with Potter Anderson & Corroon LLP, where she focuses her practice on providing clients with counsel on employment policies, procedures and compliance. She also works with management in union avoidance and special investigations. She can be reached at kmcdonough@potteranderson.com or 302.984.6032.

Labor: DOL initiatives to crackdown on employee misclassifications

By Kathleen Furey McDonough | March 5, 2012

In one of the most noteworthy collaborations of 2011, the U.S. Department of Labor (DOL) and the Internal Revenue Service (IRS) announced that they would join forces to combat worker misclassification.
Labor: Employment protections under medical marijuana laws

By Kathleen Furey McDonough | February 20, 2012

The age of medical marijuana has arrived. Sixteen states, plus the District of Columbia, have enacted legislation that affords protections to qualifying individuals with debilitating medical conditions by allowing them to lawfully engage in the medical use of marijuana.
Labor: Increased litigation under the ADAAA

By Kathleen Furey McDonough | February 6, 2012

In 2008, Congress enacted the Americans with Disabilities Act Amendments Act (ADAAA).
Labor: Checking in with recent and upcoming FMLA decisions

By Kathleen Furey McDonough | January 23, 2012

Three years after the effective date of the latest revision to regulations under the Family and Medical Leave Act (FMLA), issues concerning the FMLA continue to be a focus of the U.S. Department of Labor (DOL) and the courts.
Labor: Political controversy surrounds the NLRB

By Kathleen Furey McDonough | January 9, 2012

In a political environment mired in controversy, the National Labor Relations Board (NLRB) is one of the federal agencies receiving more than the usual dose of criticism.
Labor: The legal implications of social networks in the workplace

By Kathleen Furey McDonough | December 26, 2011

The revolution that is social media is not only causing major reverberations in the workplace, it is increasing corporate exposure to employment-related claims.