FMLA Guidelines
We’ll assist you in tracking and managing intermittent FMLA leave … fighting FMLA fraud and FMLA abuse … and managing FMLA in general.
Beyond mastering FMLA regulations on intermittent leave, we’ll share FMLA guidelines on how to curb FMLA abuse, and dramatically improve your overall FMLA compliance.
Q. Our small Colorado business is growing, and soon we will have 15 employees on the payroll. How does that affect our exposure under employment laws? ...
by The HR Specialist on August 5, 2008 12:00am
in Discrimination and Harassment,Employment Law,Firing,FMLA Guidelines,Hiring,HR Management,Human Resources,Leaders & Managers,Management Training,Small Business Tax,Small Business Tax Deduction Strategies
The risk is real: Even if you draft airtight employment policies, an employee could sue you tomorrow ... and a jury may believe his story. That's why more companies are adding employment practices liability insurance (EPLI). Here's our primer on EPLI, including a list of questions the most important questions to ask when shopping for coverage.
President Bush recently signed into law H.R. 493, also known as the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employers from using genetic tests or information to discriminate against applicants and employees ...
For most employees, regular attendance is a key job function. But while you are free to set and enforce attendance rules, you must also comply with key federal laws, including the FMLA and the ADA.
Are you going to discharge an employee you suspect may sue for retaliation or discrimination? Then you probably have already considered softening the blow with a severance agreement. Sometimes money has a way of preventing expensive and time-consuming lawsuits ...
As many of our readers are aware, November’s ballot will probably contain a referendum asking Ohio voters to approve the Ohio Healthy Families Act. The proposed legislation would require Ohio employers to provide seven days of paid sick leave annually for most employees. Employers had better be forewarned and forearmed in the event the proposal becomes law ...
Q. Our office manager, who is pregnant, has begun coming in late two or three times a week due to morning sickness. Because she is a salaried employee, we know that we cannot deduct from her wages for partial-day absences. Can we change her position to one that is paid on an hourly basis until she returns from her maternity leave? ...
Some employees who are having performance problems think taking FMLA leave will stop any pending disciplinary action. But an employer doesn’t need to hesitate to discipline if it can show that the employee really does deserve the discipline. But don't jump the gun ...
One way to get the attention of your managers and supervisors is to warn them that they may be personally liable for breaking some state or federal laws. For example, because the definition of “employer” in the FMLA and the Fair Labor Standards Act (FLSA) is quite broad, some supervisors and managers have been held personally responsible. And the same is true for some job-related injuries. ...
Q. May I treat as being on FMLA leave an employee who is absent with an injury covered by workers’ compensation? ...
