Who wants Part III? Come on, you know you’ve been craving this all weekend.

More FAQs. 

It’s like winning a cake eating contest, and the prize is . . . more cake.

Late Saturday night, the Department of Labor issued a third round of Q&As (FAQs #38-59) aimed at helping employers administer emergency paid sick

Thanks to those who attended my webinar on Monday with my Littler colleagues Alexis Knapp and Jim Paretti on “Practical Issues for Employers in Navigating the New Federal Emergency Paid FMLA and Sick Leave Mandates.” A link to access the recording and PowerPoint slides can be found here.

To the nearly 14,000

When:  This Tuesday, March 24, 2020 (11:00 a.m. to 12:30 p.m. central time)

Online registration: Click here

On March 18, 2020, President Trump signed into law the Families First Coronavirus Response Act, which aims to provide initial relief to American workers of certain covered employers in the wake of the coronavirus pandemic. 

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

Sick-note.jpgOne of the biggest headaches for employers when administering FMLA leave is how to deal with the employee who exceeds the frequency or duration identified on the employee’s medical certification. Nearly all of these situations involve intermittent leave, which is the type of leave most frequently abused by employees.

Take, for example, Joe, who suffers

webinarIt’s Webinar Time!

When managing an employee with a medical condition, the issues involved regularly implicate the FMLA or ADA — or both. Using interactive case studies, we will address critical FMLA and ADA compliance considerations when dealing with the most difficult employee leave and accommodation scenarios.

Please join us on Thursday, November 12 (12:00