When polls open nationwide next Tuesday for the 2010 mid-term elections, chances are, some of your employees will want to take part of the day off to cast their ballots. Must you let them? In most states, yes. Here's our state-by-state guide to voting leave laws.
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.
The FMLA provides 12 weeks of leave per year, but employers have flexibility for determining when those 12 weeks start and end. Choose one of four possible calculations and let employees know which one you’re using. Otherwise, courts will use the one that gives employees the best deal.
The Jury Systems Improvement Act, a federal law, says employers can be held liable for terminating or intimidating employees because of their service on a federal jury. Most states also set their own rules regarding employee leave for state and local jury duty. Bottom line: Draft a policy that explains leave protections for jury service in both federal and state courts.
If you hate filing, consider this: Researchers estimate that 80 percent of the documents that the average business operation files are never used again. Feel better now? Recordkeeping policies and privacy laws may force some duplication of effort, but you can design more efficient ways to manage and store documents.
After last year’s swine flu scare, there’s good reason to worry about the upcoming flu season. A serious outbreak could incapacitate employers operating with lean staffing. Some employees may want to take time off if they suspect they’re coming down with the flu. And at least some of those workers may assume that sick time off will be covered by the FMLA. That’s where things get tricky.
It's unfortunate that as an HR professional you have to add managing FMLA abuse to your "to do list." But the reality is that the complexities of the FMLA open the door for unscrupulous workers to take advantage of the law and your organization — by requesting leave for not-so-serious health problems, or worse, by taking intermittent leave as a way to escape disciplinary action for tardiness or poor attendance.