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're fed up with an employee's conduct, consider entering into a "last-chance agreement" with the worker before cutting him or her loose.

Issue: Notifying employees that their leave qualifies under the Family and Medical Leave Act (FMLA). Risk: Courts tend to resolve borderline FMLA eligibility disputes in favor of employees. Action: ...
Issue: Written "last-chance agreements" give poor-performing employees one final opportunity to shape up. Risk: Some fear that last-chance pacts will violate the Americans with Disabilities Act (ADA). Action: Go ...
Would you think less highly of male applicants because they took leave under the Family and Medical Leave Act (FMLA)? Your first answer may be "No," but a new study suggests ...
Issue: The longer an employee stays out on workers' comp, the less likely he or she is to return to work. Risk: Higher workers' comp and associated medical costs; plus ...
Last-chance agreements are signed pacts between employers and employees that provide workers accused of serious misconduct one last chance to shape up. They're common in cases involving alcohol abuse, drug abuse ...
Issue: Courts continue to ambush employers' attempts to tighten leave-notification procedures. Risk: Following a policy that violates federal law. Action: Route employee-absence calls to one person (possibly you) who ...
The Labor Department's beefed-up compliance audits and prosecutions of Fair Labor Standards Act (FLSA) complaints packed a wallop last year. Total back wages collected for workers in
fiscal 2003 jumped ...
Issue: Make sure you're in the right before punishing people for 'misusing' FMLA leave. Risk: Tons in legal fees defending an arbitrary decision. Action: Make it clear to employees ...
When it comes to judging whether an employee's serious health condition qualifies for Family and Medical Leave Act (FMLA) protection, require at least three consecutive, full days of incapacity. A new ...
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