In the case of foreseeable leave, an employer may delay the taking of FMLA leave to an employee who fails to provide timely certification after being requested by the employer to furnish such certification until the required certification is provided. Firing an employee because the employee does not provide a FMLA certification can be risky.Read More
An ultrasound technician was unable to secure medical releases, either from her own or her employer’s doctors, and the company terminated her on the grounds that she was unable to do the job. The technician filed suit, alleging retaliation for filing a workers’ compensation claim and violation of the FMLA.Read More
This case highlights the technical requirements of FMLA. Employers need to take care when applying FMLA policies.Read More
The regulations apply to all private employers and state and local governments.Read More
Employers, via their policies and procedures, must demonstrate their willingness to help rather than hinder employees’ use of FMLA rights.Read More
A high-performing employee has requested that, rather than receiving a pay increase, she should be allowed to take more time off. We think this could be a good thing for her and other employees. How do we create an equitable system for this? How do we track the amount of time allowed in relation to an employee’s salary? And what happens if a year or two later, they decide they want the money instead of the time?
One-third of professional women drop out of the workforce at some point, most commonly for child care responsibilities. Booz Allen Hamilton is trying to change this by offering ex-employees a chance to work on a contract basis.Read More
As the year ends and last-minute vacation requests and sick calls surge, the companies that have paid-time-off plans can congratulate themselves for having gone to a more flexible and manageable system. But even the best plans aren’t a remedy for another malady: American workers don’t take all the vacation days they have coming.Read More
The suggestions include modifying the language used in disability plans; improving data collection; and integrating claim management.Read More
We have a maternity policy that calls for four weeks of paid leave. For the first time in our 20-year history, the question of paternity leave has come up. We’d like to do something, but are unsure about offering the full four weeks. We don’t fall under the FMLA, and we would like to offer this soon-to-be-dad something. I think that we may do two weeks, with the option of him using his vacation time on top of that. Do you think this is fair?