Economic times remain tough, so many companies are holding off on adding more employees. That makes managing your existing staff harder than ever, especially when one or more employees takes protectedand you have to make sure their work still gets done.
Transferring all those duties to other employees may not be realistic, since they already may be stretched to the limit. One possible solution: Hire temporary employees to fill the gap.
A better solution: Get employees to return fromleave as soon as possible.
You can and should use theto encourage speedy returns. One of the most effective ways is to run their unpaid FMLA leave time concurrently with any paid leave they may have coming. That way, they can’t use up that paid time first and get another 12 unpaid weeks of FMLA protection.
Recent case: Lisa Price, who worked for Mount Sinai Hospital as a billing expediter, received regular pay increas...(register to read more)
- You can require absent employees to follow call-In process
- Track FMLA return history to show you don't retaliate
- Mandatory firing after year's absence doesn't violate ADA requirements
- Counter retaliation claims by accurately documenting every employee complaint
- Cut reinstatement risk by tracking laid-Off jobs