BMD Editors

HR Specialist will be covering the ADA Amendments Act of 2008 in depth. We’ll catalog all our stories on this page. Consider bookmarking it so you can check back regularly to see what’s new.

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The upcoming elections will highlight partisan politics and controversial issues affecting employees. No doubt, your workplace will be the site of some political discussions—and maybe overtly political activity. You need to understand when you can and cannot discipline employees for political activity …

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Two key federal laws have changed, affecting how employers handle wage-and-hour issues. A new federal minimum wage went into effect in July, and civil penalties for child-labor law violations increased in May. Here is a summary of each development …

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In 2006, a federal district court let stand a verdict for $33 million in favor of Dr. Lawrence Poliner, a cardiologist who sued Presbyterian Hospital of Dallas and several hospital physicians after they suspended his hospital privileges for five months following a review of his work.  In a highly anticipated decision, the 5th Circuit Court of Appeals has overruled that verdict …

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Q. We use a full-service employee leasing company. Are we exposed to liability for employment claims brought by leased employees? …

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by BMD Editors on April 2, 2008 12:00pm

in The Next Level

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Intermittent leave is one of the trickiest areas of the FMLA. While employees with chronic health conditions may need short periods of time off when their conditions flare up, employers also know FMLA intermittent leave is prone to abuse. That’s why it’s important to immediately nail down the expected frequency and duration of intermittent leave …

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The government continues to put Band-Aids on the AMT problem. For instance, over the past few years it has bumped up the exemption amounts available to individual filers. However, as things stand now, the exemption amounts will actually decrease for 2007 to the levels that applied for 2000.

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When employees take intermittent FMLA leave, it’s your responsibility as the employer to insist employees regularly update their medical information through their physicians. That means you must be prepared to prove employees not only knew they needed to get their conditions recertified, but also received the forms …

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