Posts Tagged FMLA
With flu season at its peak and certain strains of the flu requiring longer recovery periods, workplaces are experiencing a spike in the frequency and duration of flu-related absences. The Centers for Disease Control and Prevention (CDC) report that it may take anywhere from a few days to two weeks to recover from the flu this season.
Now that a bill expanding California’s Paid Family Leave program has been enacted, employers should review their leave policies and be prepared for many questions from workers, according to employment attorneys.
The DOL is coming! The DOL is coming! So tighten up your Family and Medical Leave Act compliance efforts.
U.S. Department of Labor branch chief Diane Dawson has announced the agency’s intent to do more onsite FMLA investigations “to increase its investigators’ access to information and save time by reviewing documents and interviewing employees onsite,” Anne Larson, an attorney at Ogletree Deakins in Chicago, told SHRM Online.
A DOL spokesperson mentioned these common FMLA violations:
The most common misconception among employers about the reinstatement requirement of the Family and Medical Leave Act (FMLA) is that it is an absolute requirement, Joseph Lynett, an attorney at Jackson Lewis in White Plains, N.Y., told SHRM Online.
“Many employers believe that there are no limitations on the employee’s reinstatement right under the FMLA when, in fact, there are several,” he said.
When an employee requires a period of leave because of a medical issue or disability, the situation is not always straightforward, and the best way to manage it is not always clear. Adding to the confusion is that employers face an ever-changing alphabet soup of federal and state laws and regulations, starting with the Family and Medical Leave Act (FMLA).
I have three kids, ages three and under. So a vacation for me is the half hour of quiet time I get in the bathroom every morning.
It's not like the old days.
I remember Spring Break '97 in the Bahamas. Sun, beach, water sports, and a couple of adult beverages.
By Lisa Horn (@SHRMLobbyist), SHRM’s Senior Government Relations Advisor
By now you’ve heard that this week (Feb. 5) marked the 20th anniversary of the Family and Medical Leave Act (FMLA). This landmark federal leave statute has no doubt afforded countless new parents opportunities to bond with children while allowing other employees time off to recover from major health issues or to care for seriously ill loved ones – all without fear of losing a job.
Family and Medical Leave Act (FMLA) compliance is difficult and annoying, said Mark Oberti, an attorney with Oberti Sullivan LLP in Houston, at the National Employment Law Institute’s Annual Employment Law Conference in Arlington, Va., Nov. 16, 2012.
The U.S. Department of Labor’s FMLA regulations often aren’t much help, as they rarely make it clear when an employer may fire someone, he added.
Oberti outlined 12 compliance strategies for employers:
Hurricane Sandy raises questions regarding leave-taking under the Family and Medical Leave Act and the Americans with Disabilities Act
Natural disasters like Hurricane Sandy raise a host of issues for employers: how do you pay your employees during suspended operations? Whether and to what extent should health benefits and other benefits be offered?
HR's Top 20 reads for the month of October:
Family care bias is turning into a red-hot issue for employers, according to a report published by the AARP Public Policy Institute and the Center for WorkLife Law at the University of California Hastings College of the Law. Women are affected more than men, the report notes, and flexibility is needed.
Programs that help employees return to work following injury or illness and efforts to provide flexibility on the job are some of the most popular—and effective—practices used by employers to retain and advance employees with disabilities, a new study found.
Lisa Horn serves as the Co-Leader for SHRM’s Workplace Flexibility Initiative and partnership with the Families and Work Institute (FWI). She is responsible for the overall direction and execution of the Society’s partnership with FWI, including outreach efforts to SHRM affiliates, development of products and services for the membership, and coordination with SHRM’s public relations campaign, We Know Next.
Some U.S. companies are offering additional paid time off for special circumstances, which might help employees maintain their work/life balance, according to Compdata Surveys' Benefits USA 2011/2012 report.