Near the beginning of the pandemic, an employee requested unpaid leave to care for her two-year-old son—a child with a history of respiratory illness experiencing symptoms resembling COVID-19. But she never ended up taking FMLA leave. Continue reading
If you’ve got an HR-compliance sweet tooth, here is your FMLA nerd candy. Continue reading
This will all make sense in a minute if you keep reading. Continue reading
After Sunday’s Philadelphia 76ers’ win over the Boston Celtics in Game 4 of the NBA playoffs, I didn’t think this week could get off to a better start.
I was wrong. Continue reading
The Family and Medical Leave Act guarantees eligible employees up to 12 workweeks of leave in a 12-month period for a qualifying reason, such as taking care of a parent with a serious health condition. Employers, on the other hand, cannot interfere with employees’ FMLA rights.
But, are there circumstances in which an employer can provide FMLA leave to an eligible employee and then require them to work extra time — maybe a Saturday — to make up the time they missed?
If you haven’t done FMLA training for your supervisors, hopefully, this post will motivate you to get some on the calendar. Continue reading
Grab your pearls for clutching, and let’s get into this recent federal court decision to find out. Continue reading
Thank you for indulging me a day off from blogging yesterday. It’s tough to bounce right back when a referee rips your heart out of your chest with a ridiculous penalty call late in the fourth quarter of arguably the best Super Bowl game of all time.
At least I’m not salty about it.
Employees are eligible for FMLA leave when they have worked for the employer for at least 12 months, have at least 1,250 hours of service for the employer during the 12-month period immediately preceding the leave, and work at a location where the employer has at least 50 employees within 75 miles. Continue reading
Blink twice if you know (or at least suspect) a poor-performing employee who complained about discrimination or sought leave under the Family and Medical Leave Act to insulate herself from discipline at work. Continue reading
The Employer Handbook Blog