Every HR pro knows this little workplace miracle.
Just as your office or plant is winding down for Memorial Day—or some other prime-time long weekend—boom: your employee’s chronic condition suddenly flares up like a Roman candle.
What timing.
A total and complete coincidence, right?
Enter Andrew, who worked as a conductor for CSX
Tommy
This one is to get the blood flowing for you hard-core FMLA nerds out there, cause it’s quickly going to get in the leave of absence weeds.
With the Labor Day holiday approaching, let’s discuss how an employer should calculate FMLA leave during a holiday week. Before you blurt out, I already know this stuff
I’ve often wondered — in fact, even discussed with clients — whether an employer could safely approve an employee’s FMLA-related absence and discipline the employee because he failed to timely report the absence.
I’ve theorized that an employer could pull off both because the discipline punished the late call-in, not the FMLA leave.
But I’ve
Let me start with a toast.
A toast to the Department of Labor, which was thrust into a spotlight it didn’t seek. After Congress hastily cobbled together a bunch of confusing words on paper providing many American workers with a modest amount of paid sick leave and amending the FMLA to do the same, DOL
It’s a Friday in the middle of summer. So, approximately half of your workforce called off today due to an FMLA-related absence. [Well, not really, but I’m not that far off, amirite?]
Take heart. At least you’re not the City of Chicago.
As reported this week by the City’s Inspector General, three
Thanks to those who attended my webinar last week with Matt Morris on “Six Ways Your Managers Are Causing FMLA & ADA Leave Lawsuits, and How to Train Them to Stop.” A link to the recording can be accessed here (just requires providing some basic info about you) and the presentation PowerPoint can
A week doesn’t go by without a client asking me whether they can discipline an employee for exceeding the number of absences allowed on their FMLA medical certification. The fact pattern usually goes something like this:
Johnny is an assemblyman at your 200-employee facility. He assembles johnson rods. He also has a chronic bad
Here’s a puzzle for you. How would you handle it?
Mary Beth is a nurse for a local hospital and has been diagnosed with cancer and asthma. Over the course of about one year:
1. She is certified for FMLA leave for her cancer and asthma;
2. She incurs a total of 13 intermittent absences
Thanks to those who attended my webinar last week with Matt Morris on “Complying with the FMLA and ADA When Your Employee is Dealing with a Mental Health Condition.” A link to the recording can be found