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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Many employees forget—or don't realize—that employer-provided benefits make up a big portion of their compensation.

You don't need to wait until an employee leaves to hold an exit interview. You can gain valuable feedback by asking a few key questions of candidates who turned down your job offers.

The next time you consider a request for leave under the Family and Medical Leave Act (FMLA), remember this: For employees to be covered under the FMLA for their own "serious ...
Issue: Can employees earn FMLA leave if they just show symptoms of an ailment that eventually becomes a qualifying "serious condition?" Benefit: The answer is "No." You don't have to ...
An account executive who telecommuted from her California home office sued her Kansas-based employer, claiming she was fired after taking FMLA leave to recover from surgery. The company said she was ...
Issue: How to sort out federal law and emerging state and local rules on same-sex marriages and unions. Benefit/risk: You don't need to extend ...

While debate on the current same-sex marriage controversy centers on "Is it legal/moral?," your business faces a different question: How do gay couples fit into workplace policies involving everything from family leave to medical benefits?

THE LAW. Regular attendance is obviously a key job function for most of your employees. But despite your freedom to set and enforce attendance rules, you also face key legal ...
Issue: Retaining the best employees should be a high priority for your organization as the economy picks up. Benefits: Reduces recruitment and retraining ...
Typically, employees can file Family and Medical Leave Act (FMLA) lawsuits no later than two years after the alleged violation. But if a worker can prove that your organization "willfully" violated ...
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