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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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When a worker requests a leave of absence for a medical condition, it can be downright puzzling to balance the different requirements ...
Katherine Thorson was fired for excessive absenteeism after missing four days of work due to stomach cramps and medical tests. All of her tests were normal, but weeks later (after her ...
Employees who work from home save their companies $10,000 apiece.
Judy Morris' supervisor at the county road department first evaluated Morris' job performance as "excellent." Later, he rated her as "very good." The supervisor said ...
Nothing about COBRA is simple. Even the name of the law is not straightforward. It comes from the Consolidated Omnibus Budget Reconciliation Act under ...
When she became pregnant, Michelle Spivey worried about lifting a nearly 250-pound patient in her job as a certified nurse's assistant. She asked the rehabilitation center where she worked for assistance ...
When a data support clerk was diagnosed with depression, she applied for and received 12 weeks' leave under the Family and Medical Leave Act. Then she requested an additional three-month leave, ...
The percentage of sick days taken because workers see them as a use-it-or-lose-it entitlement has doubled since 1995, according to a new survey by CCH Inc. As a result, the cost ...
To be eligible under the Family and Medical Leave Act, an employee must have at least 1,250 hours of service with the employer during the previous 12 months. But be careful ...
If you have employees with chronic attendance problems, you can’t rely on company policy to make things easier. Even if you follow the rules and mete out punishment fairly, it’ll still drain your energy and divert you from more important matters.
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