If you’re not attending my two-day FMLA master class/party next week (there still is time!), you might find this additional resource helpful for your FMLA efforts.
Every February, the American Bar Association’s Federal Labor Standards Legislation Committee publishes a comprehensive report of FMLA decisions handed down by the federal courts in the previous year. Although
Matt was a correction officer for the Camden County Board of Chosen Freeholders, which as an aside, sounds like something straight out of Harry Potter and the Sorcerer’s Stone.
Before I digress further, Matt served as one of the caretakers for his mom, who suffered from dementia and required daily care. Matt sought FMLA leave,
Ed was an autoworker who dealt with apparent bouts of depression for which he sought intermittent FMLA leave. But he also had fistfuls of unexcused absences, so much so that he stood on the precipice of termination — one attendance point away, to be exact.
Like many good employers, Ed’s employer required him to call
This one is no laughing matter. Actually, it’s downright sad.
A few years ago, I reported on an employee at an Illinois school who was able to raise an FMLA claim when her supervisor ignored her many pleas for help as she struggled with mental health issues.
Fast forward a few years: a jury
I can’t imagine anything more exciting than having joined Littler earlier this year. [Click here to read about that virtual love fest.]
But I have found a close second: the arrival of the American Bar Association’s summary of every FMLA case decided in 2018!
Yep, you read that correctly. Every little scrumptious FMLA
My fellow gentlemen:
On this Valentine’s Day, I just saved your behind.
Leave the dozen roses and box of chocolates at the office. And no need to make a reservation at your favorite restaurant for two.
This year, give your significant other the gift that keeps on giving: the American Bar Association’s annual report of
When a manager learns that one of his employees is in the hospital for several days, that’s almost always enough information for the employer to have an inkling that the employee may need FMLA leave.
But one employer didn’t think so. And the penalty for its mistake was costly. Let me explain.
The Facts
Grace
Poorly implemented FMLA policies and procedures are in the spotlight this week. And just a few vague words and a slip up are costing two employers hundreds of thousands of dollars.
Their mistakes, however, are golden lessons for the rest of us.
Confusion Over How Much Maternity Leave is Provided
In Sad Employer Story No.
Reports of my capture by a Sri Lankan sloth bear in the dry forests of Sri Lanka are greatly exaggerated.
I am alive and well.
Sorry for the long delay since my last post. You see, spring is my busy season — when I am not practicing law, I spend seemingly every waking minute coaching
There may not be a more toxic combination in the land of Human Resources: a poorly performing employee and an untrained boss who just can’t keep his mouth shut.
The latest edition involves Debby and her boss, Jason.
I can’t tell precisely what Debby did for her employer, Wells Fargo, but it’s safe to say