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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It seems crazy that your employees can use their allotted 12 weeks of annual job-protected leave under the Family and Medical Leave Act (FMLA) to work at a second job. But ...
In a shift from its recent trend of holding states immune from federal law, the Supreme Court affirmed the right of state employees to file lawsuits relating to the Family ...
Issue: You may need to somehow decipher employees' need for FMLA leave from a "sudden behavior change."
Risk: Dramatically expands employees' protection under FMLA.
Action: Warn managers to notify ...
Perk up if an employee's spotless performance suddenly deteriorates. That alone, even if the employee never mentions a word about a health condition, ...
When establishing or changing your Family and Medical Leave Act (FMLA) policy, don't skimp on paper. Spread the policy far and wide. Rule of thumb: If you mention FMLA ...
Courts typically don't consider pregnancy alone to be a "serious medical condition" qualifying for job-protected leave under the Family and Medical Leave Act (FMLA). But, ...
Don't allow employees to use their disabilities as justification for poor behavior, especially if it clearly threatens your workplace. Even if an employee is ...
Half of the human resource professionals polled recently say they've approved Family and Medical Leave Act (FMLA) requests that they believed were not legitimate. They felt obligated to grant the leave ...
We reminded you last month that companies sponsoring large health care plans must comply by April 14 with the new Health Insurance Portability and Accountability Act (HIPAA). Smaller plans must comply ...
Courts keep pushing the Family and Medical Leave Act (FMLA) boundaries, letting employees take job-protected leave for circumstances other than physically providing care to a sick family member.
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