The legal answer to this question depends on whether this policy applies to any employee who is on a leave of absence, or only employees on FMLA leave.
What did your employment attorney give you? How about Facebook firings, collective actions, FMLA notices and trade secrets to name a few.
I have a question regarding the 1,000-hour vesting/participation requirement related to disability: Employee A works 400 hours as an active (regular) employee. At that point, the employee gets a temporary disability (because of nonwork related activities) and no longer performs work, but is not terminated and remains an employee. In this case, does the 1,000-hour rule get waived since there is a disability? Or does it stay in place since there was no termination event? Thanks for any help/insight.
—Counting the Hours, assistant controller, construction trades, Rancho Dominguez
There is one key difference between women and men when they welcome a new-born child. Women give birth; men don’t.
Policies are great tools for employee engagement, recruitment, and retention -- if a company follows them.
I’ve written before about the need to put the human back in human resources. The EEOC apparently agrees with me.
If employers grant employees accommodations under the ADA, Title VII will almost certainly compel them to do the same for pregnant employees.
Employers often treat employees with family medical issues with kid gloves. They not only worry about potential liability under the ADA, but also the FMLA.
When in doubt, offer conditional FMLA leave, and confirm with the statute’s medical certification process.