Employee Leave: Your 8 Biggest Problems Solved

 

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Employee Leave: Your 8 Biggest Problems Solved

Does dealing with employee leave requests make YOU want to take leave?

There's a way to keep your employees happy while being fair to everyone – and complying with federal and state laws.

Employee Leave: Your 8 Biggest Problems Solved will have you successfully managing leave policies and maintaining a productive workplace. And you'll do it all while staying within the law.

checkbox Yes! Rush me Employee Leave: Your 8 Biggest Problems Solved. I understand that I can review my copy risk-free. And if I don't immediately see how I can take charge of the employee leave process while staying within the law, you'll refund my entire purchase price. No questions asked, and I'll have no further obligation. On that basis, here's my order.
Yes! I want to keep my employees at work and attorneys at bay.
We respect your privacy.
Dear HR Professional:
If you feel stuck between letting absences spiral out of control and worrying about triggering lawsuits by improperly denying leave, you’re not alone. Nowadays, managing employee leave has almost become a full-time job for HR and supervisors.

Every type of employee leave is different. Some leave requests involve difficult personal issues, while others can cause workplace morale problems. Plus, every state has different leave laws. The last thing you want is for your organization to end up in court because of easily avoidable leave issues.

And while every case is different, HR and supervisors have to apply a consistent leave policy – one that treats people fairly while keeping disruptions to a minimum. That’s where Employee Leave: Your 8 Biggest Problems Solved can help.
Taking charge of employee leave can be a complicated process. There are tons of factors to take into consideration – and tons of mistakes waiting to be made. Employee Leave: Your 8 Biggest Problems Solved takes away all the frustration.
checkbox I'll be able to handle all leave requests while keeping my business running smoothly. And I won't have to worry about breaking the law.
Yes! I want to keep my employees at work and attorneys at bay.
We respect your privacy.
The editors of The HR Specialist have compiled this Special Report to help you take control of the employee leave process. You’ll discover how to treat your employees fairly while keeping disruptions to a minimum. You’ll also get answers to your employee leave questions, like:
  • How do I handle leave requests for religious holidays?
  • What should we include in our vacation policy?
  • Is there a way to stop sick leave abuse?
  • Can I discipline a disabled employee for chronic absenteeism?
  • How can I best manage intermittent FMLA leave?
  • Should leave decisions be made by HR or managers?
  • PDA, ADA and pregnancy leave – what are the do’s and don’ts?
  • What are the signals that someone’s abusing workers’ comp leave?
  • And much more!
From improving your disability management to defining “reasonable accommodation” under the ADA and more, Employee Leave: Your 8 Biggest Problems Solved will keep employees at work and reduce your chances of being the target of a lawsuit.
Taking charge of employee leave can be a complicated process. There are tons of factors to take into consideration – and tons of mistakes waiting to be made. Employee Leave: Your 8 Biggest Problems Solved takes away all the frustration.
checkbox I'll be able to handle all leave requests while keeping my business running smoothly. And I won't have to worry about breaking the law.
Yes! I want to keep my employees at work and attorneys at bay.
We respect your privacy.
TABLE OF CONTENTS
Introduction

1. Vacation and Holiday Scheduling
Adopt a sound vacation policy
Sample vacation policy
Scheduling summer vacations in the fairest, most efficient way
Average paid vacation days
Encourage staff vacations to avoid burnout
It’s legal to deduct partial-day absence from leave bank
Holiday scheduling: 7 steps to help you keep the peace
How to avoid religious bias when scheduling employee leave
Mailbag: Reader questions

2. Absenteeism and Sick Leave
Set a clear, specific policy
Always document absences
Consistently enforce your policy
Use positive discipline
Set reasonable call-in rules for absences
How to spot the warning signs of chronic absenteeism
Discipline for absences even if employee has disability
Trim absentee costs with PTO banks
Top strategies for controlling absenteeism
Tips from the trenches: How to prevent PTO leave abuse
Mailbag: Reader questions

3. FMLA Intermittent Leave
The FMLA at a glance
Strategy tips on managing leave
Intermittent-leave abuse? Double-check facts before you act
Sniff out suspicious FMLA requests: An 11-step plan
Watch the calendar to steer clear of leave trap
Changes coming to the FMLA
Mailbag: Reader questions

4. Pregnancy and Maternity Leave
The PDA at a glance
Do’s and don’ts for managers
Employer learns a $98,364 lesson
FMLA and pregnancy, maternity leave
Reasonable accommodation under the ADA
Maternity and paternity leave policies
Sample policy: Maternity leave
Mailbag: Reader questions

5. Time Off as ADA Accommodation
When is an accommodation considered ‘reasonable’?
Time off beyond FMLA leave
Use common sense in judging length of leave
Document the ‘interactive’ accommodation process
Indefinite leave isn’t reasonable
Handle absence problems correctly
Consider other accommodations
Mailbag: Reader questions

6. Workers’ Compensation Leave
Start the FMLA clock right away
Double-check the ADA
Give FMLA notice when employees go on workers’ comp
Don’t discourage claims or retaliate
Negative comments about injury: A cautionary tale
Workers’ comp insurance at a glance
Strategies to trim your workers’ comp costs
Rejecting light-duty offer can halt benefits
Know how to spot cheaters: 6 signals
Mailbag: Reader questions

7. Disability Leave/Return-to-Work Issues
How to improve your disability management plan
Checklist: Your return-to-work plan
Shed these 5 myths
Return to work can speed recovery
Make return-to-work requirements reasonable
Teach managers how to handle returning staff
Disability leave policies
Don’t assume returning employee is disabled
Mailbag: Reader questions

8. Military Leave
USERRA compliance rules
Beware anti-discrimination clause
Dealing with returning disabled soldiers
Don’t treat military service as a negative
Don’t extend disciplinary periods due to military or FMLA absences
Ease bumpy workplace re-entry for returning reservists
Sample policy: Military and Reserve service
Mailbag: Reader questions

Appendix: State Labor Departments


Can Employee Leave: Your 8 Biggest Problems Solved help you in your work? Consider this: If we can help you avoid the cost of even one missed workday by anyone on your staff, this Special Report will have already paid for itself. Order today and start implementing leave policies that won’t make you want to take leave yourself.


Sincerely,



Pat DiDomenico
Editorial Director
Taking charge of employee leave can be a complicated process. There are tons of factors to take into consideration – and tons of mistakes waiting to be made. Employee Leave: Your 8 Biggest Problems Solved takes away all the frustration.
checkbox I'll be able to handle all leave requests while keeping my business running smoothly. And I won't have to worry about breaking the law.
Yes! I want to keep my employees at work and attorneys at bay.
We respect your privacy. 
P.S.  Remember, there’s absolutely no risk. If you don’t see how you can take charge of the employee leave process while staying within the law, we’ll refund your entire purchase price – no questions asked – and you’ll have no further obligation.
P.P.S.  Employee leave problems should be a thing of the past. Employee Leave: Your 8 Biggest Problems Solved keeps your employees happy and attorneys far away. Get your copy now!