Pixabay.com

The Family and Medical Leave Act enables eligible employees to take leave for up to 12 weeks in a 12-month period for their own serious health condition, among other things.

How do you know if an employee is requesting FMLA leave? Do they have to say “F-M-L-A”? Heck no! But, they do have to provide enough information to permit an employer to conclude that the employee needs leave. But, what happens when the employee doesn’t say much? Rather, the biggest change is their workplace demeanor. Could that be enough to put an employer on notice?

Could a change in demeanor be enough to put an employer on notice? And, what if the employee doesn’t recognize that she even has a serious health condition?

Grab your pearls for clutching and read on…

Continue reading

giphy

[After publishing this post, I was contacted by counsel for the City of Charlotte. It seems that some of the facts in both this post and the underlying reports upon which I based this post don’t tell the full story. So is this … (pause) … “Fake News”?!? Here is a follow-up post I ran based on the information the City attorney provided me.] Continue reading

By Roger Cook and Don Shanosky (Unknown) [CC0], via Wikimedia Commons

As is often the case when a Republican sits in the Oval Office, the National Labor Relations Board tilts employer-friendly. Indeed, once President Trump’s two nominees fill two vacancies on the Board, Republicans will hold a Board majority for the first time in 9 years.

Until then, I picture the more employee-friendly Board remaining from the Obama years going out in a blaze of glory.

Lighters up! Continue reading