Bill Expanding FMLA Leave Introduced in the House Representative Carolyn Maloney (D NJ) introduced a bill (H.R. 824) on February 3, 2009, that would amend the Family and Medical Leave Act (FMLA) to allow private and federal employees to take additional
Family Friendly Workplace Act Reintroduced in the House On February 10, 2009, Representative Cathy McMorris Rodgers (R Wash) reintroduced the Family Friendly Workplace Act (H.R. 933), legislation that would amend the Fair Labor Standards Act (FLSA) to permit private employers
President signs National Defense Authorization Act, with FMLA military family leave provisions revisions On October 28, 2009, President Barack Obama signed the FY 2010 National Defense Authorization Act (NDAA) (P.L. 111 84) into law. The law contains provisions amending the Family
Effective immediately, California employers must, under certain circumstances, provide up to ten days of unpaid leave to employees who have spouses in the military.
A federal appeals court has ruled that an employer may prorate an hours worked-based "production bonus" for employees who are absent from work while on leave under the Family and Medical Leave Act.
Employee abuse of the intermittent leave benefit receives top employer complaint according to a recent survey of 450 WorldatWork (WAW) members.
Employers are finding it increasingly difficult to effectively track employees' collective absences, the reasons for those absences, the total costs associated with lost productivity and health and disability benefits.
A Society for Human Resource Management (SHRM) survey finds that most organizations provide extended leave benefits beyond what the federal law requires.
Certification issued by a health care provider may be required to support an employee's request for leave due to a serious health condition of the employee or a
Form WH-382: Designation Notice to Employee of FMLA Leave (Adobe PDF)Form WH-382
A serious health condition exists if the employee, or the employee's child, spouse, or parent has an illness, injury, impairment, or physical or mental conditio
FMLA posterFMLA poster
Earlier this year, Congress extended the Family Medical Leave Act (FMLA) to cover employees caring for members of the military who become ill or are injured in the line of duty.
Now is the time of year employee leave requests increase.
The document list the basic rights for employees on military leave.
A list of items and requirements for employer compliance with the FMLA
A notice of requirements for FMLA leave
This form contains a list of reasons for taking family leave.
Employers have an affirmative obligation to give employees seeking FMLA leave notice of the specific expectations and obligations that they face. This can be accomplished with a form response. Two sample forms follow.
A well-developed employee handbook fosters a positive work environment while also protecting the employer.
Employers should not assume that an employee is acting irresponsibly when they do not report to work or call in. Extenuating circumstances, such as an accident or emergency hospitalization, can prevent an employee from notifying their employer.
As reservists continue to fight battles in the global war on terror, they might find getting civilian employment to be a battle in and of itself.
As you know, since the 1960’s the number and complexity of laws relating to the area of employment have mushroomed. Prior to 1960 the Fair Labor Standards Act and National Labor Relations Act and their administrative obligations were the major compliance issues for personnel departments.
Five tips on managing telecommuters/remote employees
With certain exceptions, an exempt white-collar employee must receive full salary for any week in which he or she performs any work, regardless of the number of
An employee provides you with an obviously forged doctor's note in connection with his Family and Medical Leave Act (FMLA) request.
Make sure your staff understands the limitations of the FMLA --what it encompasses and what it does not encompass --so that you are not providing leave for nonqualifying reasons or covering performance issues under a leave umbrella.
Certainly the fact that an employee who you’d like to terminate is on disability leave complicates the discharge decision and raises red flags that will need to
This is a summary of Family, Medical and Parental Leaves Laws in Alabama.
State employees.— An agency head shall place a permanent status employee on medical leave without pay if (R2-5-413, as amended effective October 3, 2000):
The following checklist is designed to help employers construct a family and medical leave policy and analyze requests for family leave.
Eligible employees are entitled to 12 workweeks of leave during any 12-month period, for most FMLA leaves.
Employees may request time off periodically so that they can serve as blood donors. Typically, only an hour or two is necessary to make such a donation.