On Nov. 17, the U.S. Department of Labor finalized the first major overhaul of
Among the regulation changes: new leave rights for military families, revised definition of a qualifying “serious condition” and new employer and employee notice obligations. Also, employers will be able to contact physicians directly to clarify details on employees’ forms. The rules take effect Jan. 16.
Read the full details at www.theHRSpecialist.com/newFMLArules.
- Use absenteeism points to avoid favoritism
- Carefully consider FMLA request to prevent double damages
- Feel free to make routine shift changes--courts won't consider that evidence of retaliation
- Watch what you say about termination
- Can we reduce pay for an exempt employee who works less because she is pregnant?