Employers, why do we care? If an employee genuinely believes she is female, why do we care if she uses the women’s restroom?
If you have employees clamoring for 'me' time, you have an issue deeper than mom vs. non-mom; you have a work-life balance issue.
The FMLA ranks very highly on the list of HR headaches; if this guide answers even one question for an employer, it has justified its publication.
According to one survey, the FMLA administration is HR’s biggest headache.
What kind of employer do you want to be? Do you want to be a company that promotes tolerance or fosters exclusion?
While this question may seem silly, there is a potential pitfall for employers.
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