THE LAW: The
To determine whether an employee or family member has a condition that meets the FMLA’s definition of “serious health condition,” employers should review the medical certification they receive from the employee’s health care provider.
WHAT’S NEW: In January 2009, the Bush administration published updated . One key section clarifies the rules regarding who may request additional information about an employee’s —and how it should be sought.
The good news: The new rules allow employers to directly contact an employee’s health care provider to seek clarification on an employee’s FMLA certification form.
HOW TO COMPLY: To maintain employee privacy, the new rules clarify who can make su...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- Don't add fuel when you fire: 4 tips for terminations
- Employee passed fitness exam? Put him to work
- Supreme Court greases path for bias cases
- Review job description to reflect realities of position