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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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: 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 ...
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 ...

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: Many organizations don't reap the full financial benefits from their employee-assistance programs (EAPs) because employees underuse them. Benefits: When fully used ...
Issue: Retaining the best employees should be a high priority for your organization as the economy picks up. Benefits: Reduces recruitment and retraining ...
It's not uncommon to realize that employees on Family Medical Leave Act (FMLA) leave aren't as productive as their temporary replacements. That puts you in the sticky situation of wishing you ...
Issue: Employees who miss work frequently often show predictable patterns.
Benefit: Knowing which people are likely to avoid work can help cut costly absenteeism.
Action: Once you know how ...
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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