Last week, I had the pleasure of presenting with EEOC Regional Attorney in the Chicago District John Hendrickson on the EEOC’s recently drafted Pregnancy Discrimination Enforcement Guidance and how these guidelines will impact the manner in which employers will be required to provide accommodations to its pregnant employees. It was a great opportunity to discuss
Want to Drastically Improve Your FMLA and ADA Expertise? My Recommendations on the Top FMLA/ADA Conferences to Attend
Throughout the year, HR professionals and attorneys ask for my recommendations on the very best conferences to learn more about the FMLA and ADA. The “best,” of course, is in the eye of the beholder. In my humble opinion, however, the conferences highlighted below are can’t miss seminars if you want to expand your knowledge
Employer’s Poorly Drafted FMLA Policy Allows Employee to Advance FMLA Claim (That Should Have Never Seen the Light of Day)
If this story won’t cause you bring your FMLA policy up to snuff, then I’ve lost all hope.
FMLA’s Basic Premise
An employee is eligible for FMLA leave if he meets three basic criteria:
- He has been employed by a covered employer for 12 months;
- He has worked 1,250 hours worked during the 12-month period
Employer Requires Employee to Work During FMLA Leave. Ummmm, Is This a Problem?
Sure, Joan, you can take a leave of absence, but you’re still going to work while you’re out, right?
Is this problem? I guess it depends on whether or not you’re Joan. Let me explain.
The Facts
Joan Smith was a manager in the Ethics Department at Genon Energy, a position which required her to
President Obama Pushes Employers to Provide Paid Leave to Their Workers; What is the Impact on Employers?
Yesterday, President Barack Obama took the most significant steps yet to push for federally mandated paid leave for all American workers. In addition to signing a presidential memorandum directing federal agencies to advance up to six weeks of paid sick leave to federal employees with a new child, he also called on Congress, states and
Employer Fails to Provide Leave of Absence to Probationary Employee, Pays the Price
Adam was a maintenance technician for EZEFLOW, a company which manufactures pipe fittings. He also was a marine corps veteran who served in both Iraq and Afghanistan.
Upon his discharge from the marines, Adam started his employment with EZEFLOW and quickly began experiencing seizures later determined to be caused by post-traumatic stress disorder (PTSD). Adam
FMLA FAQ: How Do I Calculate FMLA Leave Where My Employee’s Work Schedule Varies From Week to Week?
Q: Several of my employees’ workweeks vary from week to week. Some might work 30 hours one week and 40 hours the following week. How do I calculate their intermittent FMLA leave in any given week?
A: As we know, FMLA leave can be taken over a continuous period of time or intermittently/reduced schedule. If
The Best of 2014: Sending FMLA Notices by Mail/Email, Requiring Doctor’s Notes for Intermittent FMLA Absences Among Most Popular Posts This Year
It’s the final week of the year, so while everyone else in the world is playing with their latest version of iPhone and other new electronic gadgets, I spend my time analyzing this year’s FMLA blog posts and agonizing over how I can deliver the FMLA to your virtual door in an even more efficient
FMLA FAQ: Is An Employer Required to Pay a Prorated Amount of Annual Bonus after Employee Takes FMLA Leave?
It’s the end of the year. And with the end of the year comes questions from my clients about whether they need to account for an employee’s FMLA leave when doling out year-end bonuses. In other words, is an employer obligated to pay a bonus based on a “goal” when the employee missed the goal
FMLA Leave for Headache Effectively Converts Full-Time Position into Part-Time Position; Employers’ Shrieks Heard Across the Country
This one is a real headache.
Sam oversees a storage area for the Connecticut Department of Transportation (ConnDOT) and during certain times of the year, his position requires a fairly extensive amount of overtime. For years, Sam has suffered from “cluster headaches,” which are far worse than migraines and can last for days. Sam’s physician