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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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Plant worker John Plumley was off the job for six months while he dealt with a grievance filed under the collective bargaining agreement. Ultimately, an arbitrator reinstated Plumley and awarded him ...
Reginald Moore, a security-guard supervisor at a Virginia courthouse, told his boss he needed time off to care for his wife who had emphysema. A few months later, Moore said he ...
When Diantha Smith was diagnosed with breast cancer, she took medical leave covered by the Family and Medical Leave Act (FMLA). While she was on leave, her employer became concerned that ...
In its 2001-02 term, which ended in June, the U.S. Supreme Court handed down a whirlwind of employment-law decisions. But as the high court plans to open its 2002-03 term ...
Covered employers are required to post a "Your Rights Under the FMLA" poster and are expected to communicate the basics about the Family and Medical Leave Act (FMLA) to employees who ...
Ordinarily, workers are eligible for unpaid leave under the Family and Medical Leave Act (FMLA) after working for at least 12 months at a company and clocking at least 1,250 hours ...
It's official: Employees have the right, even in nonunion workplaces, to bring a co-worker as a witness to an investigative meeting that could result in discipline. Nonunion employees won ...
Robert Ruder began working in management at a Maine hospital on Jan. 5, 2000. Exactly one year later, he left work for unspecified medical reasons. His employer denied his request for ...
When it merged with another bank, Wells Fargo replaced its traditional employee sick- and vacation-leave policy with a paid-time-off (PTO) program and a short-term disability plan. A PTO policy combines annual ...
Could your supervisors and managers be held personally liable when they wrongly interpret the Family and Medical Leave Act (FMLA)? In many courts, the answer is yes. Recent case: Susan ...
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