FMLA Guidelines — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Page 6
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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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Employees who return from FMLA leave may not be fully healed. They may, in fact, have developed serious enough medical problems to be disabled under the ADA.
In May 2016, the U.S. Department of Labor issued a new version of the FMLA poster that employers are required to hang in their workplaces. The big question: If you already have an FMLA poster in your workplace, must you display this new version? Here are the details, plus links to the new poster and employer's guide ...
Make sure you equally and consistently punish all employees who break the same rules.
Patience has its rewards, especially when dealing with a newly disabled employee who might not be able to return to her job.
FMLA administration is a top frustration to HR professionals.
Here’s something to consider when handling an FMLA request: If you botch the request, you could be held personally liable for any damages.
Q . An employee who’s been employed since October is out on workers’ comp and will be for a while. Do I send her FMLA paperwork even though she hasn’t met the criteria of being employed for at least a year? It’s my understanding that I should send it to everyone that requests leave, and only after they return the paperwork should I determine if the person is, in fact, eligible.
If a worker provides information that puts the employer on notice she may need and qualify for FMLA leave, the employer must notify the worker how to exercise her FMLA leave rights.
To determine whether an employee or family member has a condition that meets the FMLA’s definition of “serious health condition,” employers should review the medical certification they receive from the employee’s health care provider.
First things first when determining how to handle a request for FMLA leave: Does the employee (or a loved one) have a “serious health condition” that qualifies for FMLA leave?
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