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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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Lawsuits by employees against their employers have grown tremendously in the past decade. Sometimes those lawsuits have merit, sometimes they don’t. But, either way, those lawsuits cost time and money to fight—money that is better spent on product development, training and raises. Even worse, some laws—including federal overtime law and the Family and Medical Leave […]

Google is just eight years old, but it beat out a slew of old-timers to snag the No. 1 spot on Fortune’s list of the “100 Best Companies to Work For.” Reason: Its benefits are to die for ...

When it comes to discharging employees, it’s very important to document your decision-making process. Be prepared to show that you followed company disciplinary rules and applied them even-handedly ...

Employers that don’t have enough employees to be covered by the FMLA (50 employees) won’t necessarily win dismissal of an FMLA lawsuit right away ...

Q. Our handbook states that employees will be terminated if they are absent more than 10 days in 12 consecutive months. An employee has been absent for seven days so far this year, three of which were due to the flu. He called out sick four days ago. When he returns, he will have exceeded the 10-day limit. Can we terminate him?

Employees are becoming well versed in the FMLA game, and you're paying the price. Unscheduled intermittent leaves now account for a huge portion of all FMLA leaves of absence. And while the law does allow employees to take FMLA leave in small bites for a doctor's visit or to care for a sick relative, it doesn't give them unfettered rights to random work breaks or to arrive late without a good excuse ...

Make it a point to train supervisors on how to manage employees' leaves that could be covered under the FMLA. Otherwise, don't expect to plead ignorance if they make a mistake. A court could zap you with double damages under the FMLA's liquidated-damages rule ...

White Paper published by The HR Specialist ______________________ Not many years ago, pregnant women were subject to poor treatment from employers and company insurance plans as well. But the Pregnancy Discrimination Act (PDA), enacted in 1978, prohibits discrimination on the basis of “pregnancy, childbirth and related medical conditions.” The PDA required most employers to make […]
UPDATE: May 2016 On May 18, 2016, the U.S. Department of Labor released its long-awaited update to the Fair Labor Standards Act’s overtime rules, which effectively double the salary threshold at which most salaried workers are exempt from being paid overtime, raising it from $23,660 to $47,476 per year. The new rules become effective December […]

There’s a right way and a wrong way to make sure employees have a “serious” condition that qualifies for FMLA leave. ...

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