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.

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.

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

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!