Hey, thanks for hitting on that clickbait!
Now that you’re here, let me tell you the story of Antonio Brown, soon-to-be former football player for the Tampa Bay Buccaneers. This past Sunday, Brown engaged in a verbal spat on the sidelines with the Buc’s head coach, Bruce Arians, over whether he should play in the
Everyone one of us has been there.
Your employee, Johnny, takes a leave of absence because he stubbed his toe at work, resulting in a lengthy worker’s compensation absence. For one reason or another, Johnny’s one week leave of absence turns into one month, then six months.
One night, right about the time Johnny is
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
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
Kelly, an administrative assistant for Penn State Health, racked up quite a few absences over a short period of time. Some of these absences related to GI issues that ordinarily would be covered by the FMLA.
In Kelly’s case, however, she repeatedly failed to timely report these absences, which led to attendance points.
Penn State
The Department of Labor is quickly catching up to the telemedicine explosion and America’s remote workplace.
In an effort to ease FMLA administration and address the lightning-fast move toward telemedicine visits during the COVID-19 pandemic, the DOL issued guidance yesterday making clear that a telemedicine visit with a health care provider can be used to
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
As employers have noodled on the new federal emergency paid sick leave (EPSL) and paid FMLA leave (FMLA+) law, you’ve done a double-and triple-take on the notice and documentation requirements under this new law. In short, they can be confusing. As a result, plenty of clients have asked me to break down this process just
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
I spend a decent part of my day reviewing FMLA forms, certification and correspondence. Exhilarating, for sure.
When it comes to FMLA notices, do you care hear about one of my big pet peeves? [You: Not really interested, Jeff, but we have the feeling you’re going to tell us anyway.]
It’s an issue that