Q. We provide our employees “non-FMLA” leave after they have worked for us for six months. They are given up to six weeks off during that time if it can be certified by a physician. Since these employees are not eligible for FMLA leave at this point, can we credit the time they took off against their
Ruh Roh Raggy! A Leave of Absence to Care for Your Pet?
I love my Golden Retriever, Abby. I really do. But this development below is a bit too much, especially for this management-side attorney.
Is it possible that employees in Florida soon may be eligible to take a leave of absence when their pets are abused or subjected to the threat of abuse? As Eric Meyer
FMLA Insights Voted No. 2 Labor and Employment Blog of 2011
A very special thanks to all of our readers for voting us the No. 2 Labor and Employment blog of 2011. Last week, LexisNexis notified us that we not only made it into the Top 25 Labor and Employment blogs of 2011, we finished in SECOND place!
When we started this blog a bit more than
Best Practices: FMLA Leave to Care for an Adult Child
Perhaps it’s just me, but I recently have received several calls from clients inquiring about an employee’s right to take FMLA leave to care for an adult child (i.e., age 18 or older). Some examples include: Can a grandparent take FMLA leave to care for her daughter after the birth of her baby? Or can
Failing to Return Employee’s Phone Calls May Be FMLA Retaliation
During a webinar I conducted last month with the EEOC’s John Hendrickson regarding “leave” as a reasonable accommodation under the ADA, I pleaded with, begged, and cajoled employers to maintain regular contact with an employee while he or she is on FMLA leave. Here is another reason to heed this advice – failing to do
FMLA FAQ: How Many Intermittent FMLA Leave Hours is an FLSA-Exempt Employee Entitled To?
Q. We employ an FLSA-exempt employee who has been certified for intermittent FMLA leave for migraine headaches. He averages two to three intermittent absences per month. Normally, I would calculate the employee’s total FMLA allotment as 480 FMLA hours (12 weeks x 40 hrs/wk), but he claims he should be entitled to 600 FMLA hours because
Employer Best Practices: “Leave” as a Reasonable Accommodation Under the ADA
Thanks to those who attended my webinar last week with EEOC Regional Attorney John Hendrickson on “Examining the Use of ‘Leave’ as a Reasonable Accommodation Under the ADA.” As the survey feedback indicated, it was a great opportunity to discuss issues specifically relating to leaves of absence under the Family and Medical Leave Act and
FMLA Insights Nominated for Top 25 Labor & Employment Blog – Please Vote for Us
Here we are AGAIN asking for your support. FMLA Insights is honored to be a nominee for LexisNexis’ Top 25 Labor & Employment Law Blogs. FMLA Insights was selected by LexisNexis along with 60 other employment-related blogs. We are readers of many of the blog nominees and are humbled to be part of this distinguished
Employee Who Abused FMLA Leave Around the Holidays Properly Terminated
Employers often complain that they see an uptick in the use of sick leave and FMLA leave around the holidays. In the case of Southwest Airlines, however, one employee clearly took FMLA misuse a bit too far.
Douglas Rydalch was a reservation sales agent for Southwest. When Southwest closed its reservation center in Salt
The ABA Blawg 100: Vote FMLA Insights!
Voting is now open for the the ABA Journal’s 100 best legal blogs, and we would love to have your support!
When starting this blog, we sought to provide employers with the very best advice in handling common, yet difficult issues that arise under the Family and Medical Leave Act. Whether it’s commenting on