Thanks for the great feedback we received on our post earlier this week about Hurricane Sandy’s impact on employers when it comes to issues arising under the Family and Medical Leave Act.  In your feedback, I received several requests to address the following question:

If an employer shuts down because of damage related to the

Our thoughts and prayers are with those on the east coast who are attempting to return to some sense of normalcy in the wake of the devastation left behind by Hurricane Sandy.

Natural disasters like Sandy raise a host of issues for employers: how do you pay your employees during during suspended operations?  Whether

Last week, I responded to an FAQ that often arises for employers when administering the Family and Medical Leave Act: How do employers count unexcused absences when an employee does not return medical certification?

Here’s a real life application of this question:  Kimberly Miedema was an employee of Spectrum Catering, and after having claimed

Q: We requested that an employee have his health care provider complete FMLA medical certification in conjunction with what appears to be an FMLA-related absence.  The employee has been off work for 30 days and we still have not received certification.  Can we count any of these days as unexcused absences?

A: Before you get

Natural disasters like the kind we recently have witnessed in the flood-ravaged areas of the southern United States raise a host of issues for employers.  Some wonder whether they are required to pay their employees during suspended operations; others are unsure whether and to what extent health benefits should be offered.  But what about an

In this edition of our podcast, we discuss how an employer should properly administer FMLA leave when it is needed for pregnancy-related matters or upon the birth of the child. We tackle common questions such as:

  • Can an employer obtain medical certification of a pregnancy?
  • Is intermittent leave allowed for child-parent bonding time?
  • Are prenatal

In this month’s podcast, we take a look at the myth that employers cannot follow up with an employee’s health care provider to clarify or authenticate a medical certification. While there are still some important limitations, the new FMLA rules provide employers with some additional flexibility in following up on medical certifications. We provide an