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.
Under the law, an employee who takes FMLA leave is entitled to return to the same position he or she held when leave started or to an equivalent position. However, there are situations when employers can refuse to reinstate workers returning from FMLA leave—but only under limited circumstances.
Employers are free to develop their own policies, but many laws have an absolute mandate—you must ensure employees receive proper notice of your policies. That's why the FMLA section of your handbook is so important. Here's your roadmap to full compliance with the FMLA's notification requirements.
A recent BusinessWeek story pours out several examples of companies embracing the idea of drinking at work. While occasional celebrations are fine, offering an unlimited liquid buffet is simply asking for employment law trouble.
Q. I’ve been hearing a new term lately: “cat’s paw” liability. What is it, and why should I be worried about it?
Violating FLSA timekeeping rules can be a costly error. The FLSA requires employers to keep at least the following basic payroll records for nonexempt employees:
Summer is usually when employees who belong to the National Guard and military Reserves give their two weeks of duty to Uncle Sam. Now is the time to prepare for their absence, by following these eight tips.
You can count the number of nations lacking a definitive law providing paid maternity leave on one hand—and still have two fingers left over. Guess what. One is the United States. That’s what Human Rights Watch found when it studied family leave practices worldwide.
Q. If an employee is on FMLA paid sick leave, can we stop her from accruing sick leave while out?
Q. We have an employee who was approved for intermittent FMLA leave. Can we request that she provide us with a note from her doctor each time she misses work? Or do we have to trust her when she says she had a “flare-up” and couldn’t work?
You may have heard that employers aren’t permitted to force employees to submit to medical exams because they could reveal a disability. And courts often see impromptu medical exams as thinly veiled attempts to push employees out the door. While pre-employment, pre-job-offer medical exams are barred, there are times when medical exams for existing employees are fine.