Like many employers, you may have lots of work, but you’re still wary of bringing on more employees. Requiring existing employees to workis perfectly legal. Note, however, that some who have -qualifying conditions may object, based on medical restrictions.
When that happens, consider their request for reduced or no overtime as a request for. Then reduce the required overtime to meet the employee’s medical restrictions. In short, you can subtract from overtime hours you scheduled for all employees doing the same job.
Warning: Don’t try to “create” artificial overtime for a disabled employee so she’ll be forced to use up her FMLA entitlement. That’s especially true if no one else is required to actually work overtime. Such a tactic will backfire.
Recent case: Tracy worked for Nott Company as a sales representative. A few years after being hired, she was diagnosed w...(register to read more)
- Employee acting out of character? Balance safety, liability
- Require those on FMLA leave to call in sick, just like any other employee
- 'Possibility' of serious illness triggers FMLA protection
- Be careful! Caregiver discrimination claims are on the rise
- Punish employee if you uncover poor work during FMLA leave