No hangover should ever require an overnight stay, continuing treatment of three or more days, or a regimen of supervised continuing treatment.
Employers like such policies because they simplify time and attendance issues. But they carry a certain degree of risk.
‘Stacking’ intermittent leave against other scheduled days off is one of the biggest intermittent-leave management problems.
Your employees care — care for an elderly parent, care for an ailing spouse, care for a child with special needs. How much do employers care about their employee caregiver population? That depends.
Many employees who engage in protected activity (such as taking FMLA leave) mis-perceive that their jobs are bulletproof. Nothing is further from the truth.
Don’t make a knee-jerk decision to fire an employee who does something recreational during his or her FMLA leave.
With or without the FMLA, all employers should be offering these small amounts of time off for such important meetings.
That ADA accommodation lesson cost an Atlanta distributor of industrial supplies $75,000 to settle an EEOC lawsuit.
A recent study shows the leading cause of our country’s mental health crisis is a lack of access to mental health services. It’s time for FMLA to cover licensed professional counselors as health care providers.
Employers should notify their employees of their FMLA rights whenever an employee takes paid leave for an FMLA-qualifying purpose.