One of the trickiest parts of administering FMLA benefits is figuring out just whether an employee’s health condition qualifies for leave. Who decides, and how? Follow this five-step process for making sure an employee's condition is FMLA-eligible.
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.
Companies everywhere are scrutinizing their payrolls and full-time employee head counts with an eye toward cost-saving measures ... and independent contractors. Just be aware that you'll need a concrete policy for managers to steer clear of the IRS and legal headaches in hiring outside workers.
In today’s economic climate, you may be tempted to forgo hiring a temp to fill in for an employee who’s out on FMLA leave. But what will you do if the employee returns to a huge pile of work left undone during her absence? Think twice before you tell her to “catch up or else.”
Q. In accordance with the FMLA, we provide up to 12 weeks of job-protected leave to eligible employees for a qualified reason. Leave under the FMLA is unpaid. However, may we require employees to concurrently exhaust any earned but unused vacation time that they may have accumulated?
One side effect of the recession: Cash-strapped employees are eating more processed and fast foods and exercising less, studies show. All the more reason for employers to maintain or even expand funding for employee wellness programs. As your organization watches every dollar it spends on benefits, consider the latest research on what’s working when it comes to employer wellness programs.
HR Law 101: When weighing the evidence in a lawsuit involving employee handbooks, courts consider many factors.
Your employee handbook can be a helpful reference providing needed information, or it can turn into a weapon that employees and their attorneys can use against you in court. The choice is yours. Follow these four steps to make sure your handbook works for you, not against you.
HR Law 101: Your employee handbook should include statements on these topics: a welcoming letter from the CEO, rules and procedures, your employment policies, compensation and benefits, safety and health rules, an affirmative action statement and an acknowledgment receipt form ...
One of the four permissible ways for an employer to calculate employees’ 12-week FMLA leave entitlement is to use a 12-month period measured backward from the date an employee uses any FMLA leave. For employers, this rolling 12-month period is the most administratively burdensome—and also the most advantageous.
Plenty of organizations offer flexible schedules, allow telework and let parents slip out early once in a while to catch a child’s soccer game. But in many workplaces, those benefits are perks that only managers and white-collar workers enjoy. Yet several studies show that when low-wage employees have some flexibility in their hours, teamwork improves and unscheduled absences abate. If your organization’s lower-wage employees are candidates for flex, consider these eight strategies.
