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
What if I Offered You a Free Webinar That Provided the Roadmap to Create Your Own FMLA & ADA Manager Training? Would you Attend?
When: Wednesday, December 12 (12:00 – 1:15 p.m. central time)
Online registration: Click Here
Over the past year alone, employers have been forced to defend FMLA and ADA lawsuits due simply to an inappropriate comment from a manager after an employee requests time off or an accommodation in the workplace.
A snide comment about
Want to Crack Down on FMLA Abuse? Try the Chicago Way
Not sure where you stand on this, but I’m always game for a good employer smack down on FMLA abuse.
This smack down comes courtesy of the City of Chicago.
You know, the City of Big Shoulders, the Second City (to no one), the Windy City [little known fact: the nickname “Windy City”
Pregnant Woman Fired by Text Message: “Sorry . . . But It’s Not Going to Work Out”
File this in the “Managers really can be idiots” folder.
Kameisha applied for a job at Jersey Mike’s Subs (which by the way, makes an incredible #13 Original Italian sub). At the time she interviewed for a position, Kameisha was four months pregnant. Fearing she would not get the job if she revealed her pregnancy,
When You Don’t Train Your Managers on the FMLA, You’re Begging for This Kind of Smackdown
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
Disclosing an Employee’s Medical Condition May Result in an Automatic FMLA Violation
This is a story about Scott. He has a medical condition affecting his genito-urinary system. In the words of my two-year old, Maggie, this condition sounds yucky.
Like other employees with a genito-urinary disorder, Scott didn’t want his medical condition broadcast.
To. Anyone.
In requesting FMLA leave for his condition, Scott submitted medical certification
Employees Can’t Take FMLA Leave for “Potential” Absences in the Future
Did you ever have an employee tell you that he has medical condition “x,” which will require time off at some point in the future? Normally, you tactfully tell him to come back when he actually needs time off, correct?
Such is the case of Pat Hurley, who I blogged about a year ago
A Triple Dog Dare: Take These Five Steps in 2014 to Drastically Improve Your FMLA Compliance
It’s 2014. And I’m so cold, I can barely peck at the keyboard to type this post. Nevertheless, it’s time to get back to work in the New Year, which always is an ideal time to review and button up your FMLA practices. Let’s face it: before we know it, six months will have passed