The U.S. 5th Circuit Court of Appeals (which covers Louisiana, Mississippi, and Texas) recently upheld a jury’s verdict in favor of an employer on an employee’s lawsuit under the Americans with Disabilities Act (ADA) and the Family and Medical Leave Act (FMLA). The verdict was the result of several things the employer did correctly in response to the employee’s medical issues. This case is worth another look.
Category: 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.
When dealing with the Family and Medical Leave Act (FMLA), employers can create an actual legal entitlement to leave. In the spirit of being nice, but not too nice, here’s what all employers should know about managing employee leave before and immediately after employees become FMLA-eligible.
As the push for paid leave gains momentum, employers are facing a growing patchwork of state and local laws. And they’re struggling with implementation and compliance, according to the Society for Human Resource Management (SHRM).
A bill introduced in the House March 16 would amend the Family and Medical Leave Act (FMLA) to allow parents to take 12 weeks of unpaid, job-protected leave for the death of a child.
Question: If an employee is receiving workers’ compensation benefits, can we allow them to supplement their workers’ compensation benefits with accrued medical, vacation or PTO leave in order to meet 100% of their regular base pay?
Conducting a self-audit (also known as an internal audit) is a key task for human resources (HR) professionals. It’s a great way to help to ensure that the organization remains legally compliant, and it can help to avoid or at least reduce penalties when external auditors pay the company a visit.
This article series addresses some of the most confusing real world problems surrounding the Family and Medical Leave Act (FMLA). In the last installment, we focused on managing intermittent and reduced schedule leave and how fluctuating work schedules are impacted. In this installment, we’ll look at FMLA leave regarding spouses who work for the same […]
by H. Juanita M. Beecher Contractors entering into federal contracts on or after January 1, 2017, must comply with the U.S. Department of Labor’s (DOL) new regulations requiring them to provide workers 56 hours of paid sick leave a year.
Just as the Family and Medical Leave Act (FMLA) can be complicated, so can getting your supervisors on the same page when it comes to administering FMLA leave. The following tips should help when training supervisors about FMLA leave and what they should do if they suspect fraud or abuse:
Question: We have an employee on short-term disability (STD) with a doctor’s note stating he is not fit to return to work. However, we have recently learned the employee is performing work around his farm. Is there anything we need to be doing differently administratively?