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. Edit for your organization’s purposes. _____________________ Sample Policy 1: “There are two ways to terminate employment: voluntary and involuntary. Voluntary terminations include resignations, retirement, failure to return from leave, failure to report to work for three consecutive days without […]
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: “An employee may hold a job with another organization as long as he or she satisfactorily performs his or her job responsibilities with XYZ. All employees will be […]
Increase someone’s productivity by as much as 20 percent.
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:
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.
A new Labor Department opinion letter makes clear that you can require employees to provide new medical certification, not just recertification, for their first FMLA absences in a new "FMLA year." ...
Your organization can (and should) establish clear rules for whom employees should contact if they need time off. Those rules can specify one contact person ...
A new Labor Department opinion letter clarifies that you can require employees to provide new medical certification, not just recertification, for their first FMLA absences in a new "leave year."