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FMLA

The Family and Medical Leave Act requires covered employers to grant 12 to 26 weeks of leave to eligible employees for qualified medical and family reasons. These include to care for one’s own serious personal health conditions, to care for a covered family member with a serious health condition, for family military leave for a qualifying exigency, or to care for a seriously injured or ill servicemember or veteran. The FMLA also covers eligible employees after the birth, adoption, or foster care placement of a child within one year of the placement.

Free Special Report: The Leave Maze: Managing FMLA, ADA, and Worker’s Compensation Issues

If EEOC Suggests Mediation, Should You Say 'Yes'?

Special from the Advanced Employment Issues Symposium, Las Vegas If the EEOC suggests that you mediate with your complaining employee, you should accept, says attorney Mark Schickman. He and his clients have had good experiences with it, he adds.
January 17, 2012 | Category: | Read More | 2 Comments

Tricky Rules Surround FMLA Fitness for Duty Certifications

Special from the Advanced Employment Issues Symposium, Las Vegas In yesterday’s Advisor, attorney Stacie Caraway covered FMLA “key employees” and return to work issues. Today, technical aspects of fitness-for-duty certifications, plus an introduction to the guide many call the “FMLA Bible.”
January 16, 2012 | Category: | Read More | 0 Comments

Key Employee: If I Take FMLA, I'm Fired???

Special from the Advanced Employment Issues Symposium, Las Vegas If you are a designated key employee, you may not be able to return to work after FMLA leave, but your leave can’t be denied, says attorney Stacie Caraway, who covered key FMLA topics atBLR’s Advanced Employment Issues Symposium, held recently in Las Vegas.
January 08, 2012 | Category: | Read More | 0 Comments

FMLA— HR’s Own Personal Migraine

FMLA—HR’s own personal migraine. (Migraine people, says attorney Stacie Caraway, may have terrible headaches, but never so bad that they don’t know exactly how many days and hours of FMLA they have left.)
December 20, 2011 | Category: | Read More | 4 Comments

The Bonus FMLA Cover Letter & Abuse Curtailer

Keep the FMLA documentation flowing, says attorney Stacie Caraway—You want to be able to show multiple times that you advised the employee of his or her obligations.
December 20, 2011 | Category: | Read More | 0 Comments

These Policy Entries Make FMLA Manageable

In yesterday's Advisor, attorney Stacie Caraway covered requirements for FMLA policies. Today, more recommended policy requirements, plus an introduction to a special checklist-based audit system for HR departments.
November 30, 2011 | Category: | Read More | 0 Comments

Must-Haves for Your FMLA Policy

There’s not much in HR as frustrating as dealing with FMLA leaves. And the new military leave requirements have made it all the more complex. How to cope? Start with a clear and thorough policy, says attorney Stacie Caraway.
November 29, 2011 | Category: | Read More | 0 Comments

Simple Chart System Tracks Multiple FMLA Leaves

In yesterday's Advisor, expert Linda Southard clarified tracking of multiple stacking leaves. Today, two graphic illustrations of tracking, plus some good news—your critical policies are updated and ready to go.
October 12, 2011 | Category: | Read More | 0 Comments

The Tracking Nightmare of Multiple Stacking Leaves

It's not unusual to have to deal with five types of leave at a time, says expert Linda Southard, and that's a tracking nightmare. In today's Advisor, her tips for tackling the common challenge of leave stacking.
October 11, 2011 | Category: | Read More | 3 Comments

Free Report for HR Managers: 12 Ways to Curb FMLA Abuse

The HR Daily Advisor® announced today the release of a free report for HR managers, 12 Ways to Curb FMLA Abuse, which will help employers detect and deal with employees who abuse FMLA.
October 06, 2011 | Category: | Read More | 0 Comments
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