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Leave Policy/Compliance

The Americans with Disabilities Act protects qualified disabled employees from discrimination. HR Daily Advisor gives you the background you need on who’s covered, what constitutes a “reasonable accommodation”, issues involving health insurance and medical leave, tax incentives for employers, and more.

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


Mental Illness and the Workplace: How Might DSM-5 Changes Affect You?

Ever heard of DSM-5? It’s the Diagnostic and Statistical Manual of Mental Disorders, Fifth Edition. It is the latest update to the American Psychiatric Association’s classification and diagnostic tool. This update was published on May 18, 2013 and includes some significant expansions to definitions of a few mental disorders.

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Win-Win Approach to “Unplanned” FMLA Leave

Yesterday’s Advisor offered the first three of attorney Stacie Caraway’s tips for avoiding Family and Medical Leave Act (FMLA) abuse. Today, the rest of her tips, plus an introduction to the unique guide just for smaller HR departments—HR Department of One.

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Watch Out—FMLA Certs Are Like a Pre-Nup

If you don’t take advantage of your Family and Medical Leave Act (FMLA) tools, and you don’t do all you could or should do, you have only yourself to blame when there’s abuse, says attorney Stacie Caraway.

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Two Case Studies on USERRA—Who Wins?

uniform-soldier

In yesterday’s Advisor, Attorney Matthew Effland outlined the basic requirements of USERRA (Uniformed Services Employment and Reemployment Rights Act); today, two USERRA case studies plus an introduction to the guide many call the “FMLA Bible.”

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HR’s Response to Leave Issues? Bewilderment

“In all the jurisdictions I’ve practiced in, the general reaction to leave issues is bewilderment,” says Attorney Matthew Effland. In a recent presentation at SHRM’s Annual Conference and Exposition in Chicago, Effland clarified the particularly confusing issue of military leave.

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When is a Chronic Illness a Disability?

An employee with chronic illness may actually be an employee with a disability. If so, this triggers all the rights and responsibilities outlined in the Americans with Disabilities Act (ADA). As such, employers need to be cognizant that an employee requesting leave to handle an aspect of a chronic illness may actually be entitled to reasonable accommodation and other protections afforded by the ADA. Reasonable accommodations might include things like a change in scheduling, altering the way certain non-essential job duties are performed, or reassignment to a vacant position.

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Why CFOs Do Not Trust HR and What to Do

Special from Chicago—SHRM Annual Conference and Exposition

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Good Boundaries to Make for Good PTO Policies

Yesterday’s Advisor featured tricky PTO policy questions from Attorney Katherine Marques. Today, we present her key success factors for PTO, plus we introduce the best way to find compliance violations—before the feds do.

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The 11 Questions Your PTO Policy Must Answer

We all love PTO because it’s easier to administer than separate time-off policies, but there are many issues to be clarified before your program runs smoothly and avoids lawsuits, says Attorney Katherine Marques.

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11 Questions to Answer for Your PTO Policy

PTO policies are considered easier to administer than separate vacation, sick, child care, etc., but there are many policy issues to be decided before your program runs smoothly and avoids lawsuits, says attorney Katherine Marques.

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