The FMLA allows employers to designate time off as FMLA leave even if employees want to use other time off (such as vacation and personal days) to deal with serious...
Many employers try to simplify medical leave policies by adopting the same eligibility requirements set by the FMLA. But those same employers sometimes make exceptions...
You expect employees to follow your attendance and time-reporting rules and probably discipline those who don’t. But you need to know that FMLA leave can be an...
Question: “Recently an employee had chest pains at work and was taken to the
hospital. To respect his privacy, we did not make an all-staff
announcement about...
Q. While my employees are out on FMLA leave, we pay our share of health plan premiums on behalf of them. If an employee does not return to work following his FMLA leave,...
When employees take intermittent FMLA leave, it’s your responsibility as the employer to insist employees regularly update their medical information through their...
Plenty of companies use paid time off banks in lieu of rigid leave plans that designate a specific number of days for vacation, sick and personal time off. Now newer...
FMLA provides up to 12 weeks’ unpaid leave to eligible employees for their own or a relative’s serious health condition. Employers can run FMLA leave...
Q. Our employee handbook provides that employees who take FMLA leave must first use any available paid-leave time, including vacation, sick time and personal time, as...
You no doubt know how hard it is to juggle shifts and schedules to accommodate employees who need FMLA time off. You rely on those employees to tell you as far in...
Q. When determining the amount of leave an employee has used, do holidays count against the 12-week entitlement under the FMLA or the California Family Rights Act...
Q. We provide short-term disability leave to new mothers. Is there any reason we can’t run that leave concurrent with FMLA leave? —S.B., Washington ...
Illinois employers must comply with numerous state leave laws, in addition to the federal FMLA. To track leave usage, employers must understand which state leave laws...
If you don’t train supervisors to immediately forward all FMLA requests to the HR office, you may find your organization on the losing end of an FMLA-interference...
Q. Our company is in the process of going through a reduction in force. One of the positions that has been selected for elimination belongs to an employee on FMLA leave....
If your organization employs fewer than 50 people, it’s probably exempt from complying with the Family and Medical Leave Act. But be careful how you do your math...
Do you have employees on intermittent leave? Are they leaving work early for “medical reasons” at predictable times? Then your organization may be the victim...
What do you do when a chronically absent
employee—who’s already received a last-chance warning—is absent again?
Do you have to sort out whether that...
