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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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Over the next two months, thousands of U.S. businesses will be mailed a government survey asking for how they handle absences under the ...
With half of new mothers returning to work within three months of giving birth, breast-feeding has become a hot workplace issue. The American Academy of Pediatrics ...
When her three-year-old son awoke with a high fever, congestion and an earache, Juanita Caldwell got permission from an assistant manager to miss her morning ...
When a worker requests a leave of absence for a medical condition, it can be downright puzzling to balance the different requirements ...
FAMILY AND MEDICAL LEAVE ACT Applies to: Employers with 50 or more employees working within a 75-mile radius of the work site during each of 20 or more workweeks ...
Katherine Thorson was fired for excessive absenteeism after missing four days of work due to stomach cramps and medical tests. All of her tests were normal, but weeks later (after her ...
Employees who work from home save their companies $10,000 apiece.
Judy Morris' supervisor at the county road department first evaluated Morris' job performance as "excellent." Later, he rated her as "very good." The supervisor said ...
Nothing about COBRA is simple. Even the name of the law is not straightforward. It comes from the Consolidated Omnibus Budget Reconciliation Act under ...
When she became pregnant, Michelle Spivey worried about lifting a nearly 250-pound patient in her job as a certified nurse's assistant. She asked the rehabilitation center where she worked for assistance ...
When a data support clerk was diagnosed with depression, she applied for and received 12 weeks' leave under the Family and Medical Leave Act. Then she requested an additional three-month leave, ...
The percentage of sick days taken because workers see them as a use-it-or-lose-it entitlement has doubled since 1995, according to a new survey by CCH Inc. As a result, the cost ...
To be eligible under the Family and Medical Leave Act, an employee must have at least 1,250 hours of service with the employer during the previous 12 months. But be careful ...
If you have employees with chronic attendance problems, you can’t rely on company policy to make things easier. Even if you follow the rules and mete out punishment fairly, it’ll still drain your energy and divert you from more important matters.
It’s tempting to get angry with an employee who starts to miss work without a good excuse.
If you instruct your employees to let their supervisors know when they need to take FMLA-protected leave—and your employees fail to do so—you can terminate them.
Q. I work at a software firm in San Francisco. It’s supposedly a hip company, but I’m fed up. I was promised a performance review every six months, but after 14 months I’m still waiting. And when I asked for leave to be with my wife when she had a baby, the company’s personnel person said, “We may have to dock your pay. I’ll get back to you.” She never did. The company’s CEO keeps saying that we’re in an industry with no accepted business model. But is that an excuse for running a sloppy business?
Scratch poison ivy from the list of “serious illnesses” that qualify under the Family and Medical Leave Act.
Most of my employees are hard workers who keep their priorities straight. They don’t have time for distractions. They’re too busy producing results, making money and having fun. But I’ve occasionally squared off against what I call “petty plotters.” They’re the ones who find ways to avoid their work—from threatening to sue the firm on trumped-up charges to stretching federal or state labor laws to the limit.
Your secretary has started behaving strangely.  You think she might be jealous of your recent promotion, but how do you get her back on track?
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