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.

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If you use leased employees, you're not required to manage their FMLA leave. That's the leasing company's responsibility as the person's primary employer ...

If your organization hits a busy time and needs employees to work long hours, don’t hesitate to require everyone to pitch in. Federal rules allow you to require nonexempt employees to work overtime, so long as you pay them time-and-a-half for hours worked above 40 in a week ...

For many employers, absenteeism is a constant problem. You know you must give employees some slack, especially for family and medical emergencies and to accommodate disabilities that sometimes flare up. But, to make sure the work gets done, you need to know who’s going to show up and who isn’t ...

Q. Is it legal to require that employees on FMLA leave report to us regularly on their plans to return to work? —P.R., New York

More than 100 Wal-Mart employees in Hialeah Gardens staged a protest over recent changes in the company's absenteeism policies and scheduling ...

After years of delay and missed deadlines, the U.S. Labor Department appears ready to move ahead with its promised update to FMLA regulations. But before it breaks out the red pen, the agency is seeking input from employers and other interested parties ...

Q. I'd like to know if our company needs something like a HIPAA form for employees to sign when we release personal information to others. Is HIPAA only for the medical field? —B.B., New York

Q. Would FMLA leave apply to an employee who requests leave time to care for her daughter who is over age 21 and married? The daughter's illness required hospitalization, but her husband is overseas on active duty with the military. —D.S., Georgia

Q. Our company gives eight hours of sick leave per month to nonexempt employees. We've been told that, under the FLSA, exempt employees are to be paid whenever they are sick. So our exempt employees have virtually an unlimited sick-leave balance. Is this a correct way to interpret the FLSA? Should we have some type of sick-leave accrual and tracking for our exempts? —D.H., Kentucky

Q. An employee told her supervisor that she needed surgery. We approved time off under the FMLA with the understanding that she would provide certification after the leave began. We later discovered that this “necessary” procedure was liposuction. Can we revoke approval of medical leave under FMLA and convert sick hours used to vacation hours instead? Can we fire her based on inappropriate use of the FMLA? —T.S., Florida

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