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
Employers, can we have a heart to heart? I need to get something off my chest. You see, I’ve witnessed a disturbing trend lately in the court cases I’m reading and in your FMLA practices: too many of you are not recognizing when an employee’s leave request may be covered by the FMLA.
Let me
I came across an interesting FMLA case this past week, and the facts are simple enough that it kept my attention. [In the age of Twitter and Facebook, anything beyond a 30-second sound byte and you might as well give me a blanket for a long-winter’s nap. Right?] However, the lesson from the case should