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.

The following sample policies were excerpted from The Book of Company Policies, published by HR Specialist, © 2007. Edit for your organization’s purposes. _____________________   Sample Policy 1: “Sick leave is earned from the first day of employment at a rate of one (1) day per month, culminating in a maximum of ninety (90) days. […]
The following sample policy was excerpted from The Book of Company Policies, published by HR Specialist, © 2007. Edit for your organization’s purposes. _____________________ “FMLA-eligible employees may take unpaid leaves of absence for the following reasons: “Family leave: The birth of your child or the placement of a child in your home for adoption or […]
When Henry Ford announced Five-Dollar Day in 1914, it created a sensation. Overnight, the Ford Motor Co. would double the standard wage of automobile workers. Why did Ford — remembered for assembly-line automation, not employee empathy — create a new wage standard? Two basic reasons:
Increase someone’s productivity by as much as 20 percent.
An automotive company granted a welder FMLA leave until Dec. 10. But due to medical complications, she called on Dec. 4 requesting an extension. A company nurse orally approved the extension but asked for certification.
If your business becomes infected with sneezing, coughing, aching workers who should be at home in bed during flu season, it could be because they’re afraid to use their sick leave. About a third of those surveyed recently by EAP provider ComPsych said that heavy workloads prevent them from taking time off to rest, and 26 percent admitted that it feels “risky” to miss work.
“I’m pregnant.” For many managers, hearing those words from an employee may bring mixed emotions. You may be happy for the employee personally, but worried about the resulting implications for scheduling, employee retention and leave issues. Another issue to consider: the potential legal pitfalls. Both federal and state laws provide pregnant employees with special rights […]