By Kate McGovern Tornone In yesterday’s Advisor, BLR® editor Kate McGovern Tornone laid out the facts of a case where an HR manager wasn’t careful in communication. Today Tornone reveals the outcome of the case—and why it could’ve been prevented with good HR training.
Tag: Employer Takeaway
While the Family and Medical Leave Act (FMLA) does not entitle employees to work from home, things can get complicated—and expensive—when the two become intertwined.
Employers must take steps to end harassment of employees, whether that harassment comes from managers, coworkers, or even customers.
An employee will get to take her Family and Medical Leave Act (FMLA) lawsuit to a jury, a federal appeals court has determined, largely because an HR manager informed her in an e-mail that her leave was impeding the company’s work.
Employers in several states are facing a new definition of “joint employment” under federal wage and hour law. The 4th U.S. Circuit Court of Appeals has adopted a broad test for determining whether two employers are jointly liable for back pay and damages in those claims, making it easier for workers to show a joint […]
Employers may require workers to adhere to company call-out policies and discipline them if they violate those policies, even if the absences are protected by the Family and Medical Leave Act (FMLA).
Employers are permitted to require an employee returning from medical leave to submit a fitness-for-duty certification but only under certain circumstances, as a recent case illustrates.
At a credit union in Indiana, employees reported that their CEO had recently become “disorganized, forgetful, and confused.” He seemed disoriented and lost, they said.
A company’s policy of requiring a doctor’s note for each intermittent absence under the Family and Medical Leave Act violates FMLA because the policy directly conflicts with FMLA’s recertification procedure. So ruled a federal district court in a consolidation of cases that presented an issue of first impression in the jurisdiction of the 9th U.S. Circuit Court […]
A recent appeals court ruling indicates that an employer may wait and see if short-term disability benefits are granted or denied to the employee on leave before it sends a request for medical certification that verifies the employee’s eligibility under the Family and Medical Leave Act. In Kinds v. Ohio Bell Telephone Company, No. 12-4048 […]