If your organization is generous about extending leave beyond the 12 weeks of unpaid time off the
The best part: According to a recent 11th Circuit Court of Appeals decision, you don’t have to abide by the FMLA’s reinstatement rules if employees have already used up their protected .
Set whatever requirements and conditions you want for taking additional time off. You do, however, have to make sure you apply your rules evenhandedly—and don’t single out members of any particular protected class for less favorable treatment. For example, you can’t deny additional leave to pregnant women or new mothers, while routinely allowing additional time off for men with heart conditions or other medical problems.
Recent case: Lisa Thompson, who is black, worked in a hospital child care center. She...(register to read more)
- Beware of pitfall when employee represents himself
- Matrix workers clean up with EEOC bias settlement
- Former employee of music publisher sings to EEOC
- Remind supervisors: Constructive criticism is expected--not an excuse for employees to sue
- Make sure supervisors understand: Do not discourage employees from using FMLA