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
Complying with GINA’s Employment Provisions: Effective Date is Nov. 21 Employers must begin complying with the Genetic Information Non-Discrimination Act on November 21, 2009. Title II of GINA prohibits private and state and local government employers with 15 or more employees from: discriminating aga
Employer FMLA notice requirements can be enforced, as long as practicable — Agency Guidance The Department of Labor's Wage & Hour Division has responded to a request for clarification of employee notification procedures under the Family and Medical Leave Act
Final FMLA Rule Is Published By Department of Labor The first revision to the Family and Medical Leave Act regulations since enactment of the 1993 law was published by the Department of Labor’s Wage and Hour Division (DOL) in the Federal
New Mexico amends family and medical leave rule An employee may elect, or an agency may require the employee, to substitute any of the employee s accrued annual leave, accrued sick leave, personal leave day, accrued compensatory time, or donated
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.
The Department of Labor’s (DOL) has published a revised Family and Medical Leave Act (FMLA) poster that reflects its recently published final rule, which implements the new military family leave entitlements enacted under the National Defense Authorization Act for Fiscal Year 2008.
Checklist: Employer Compliance with FMLA
Information and details to help supervisors manage the new employee-orientation process.
A list of items and requirements for employer compliance with the FMLA
A list of federal recordkeeping requirements
The following checklist is designed to help employers construct a family and medical leave policy and analyze requests for family leave.
Application for Leave of Absence Under the FMLA [Note: provide space on the form for the employee to list the reason.
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
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.
Merging your company is a little like merging lanes at 70 mph during peak traffic time; your life and future are in your hands.
A notice of requirements for FMLA leave
A list of qualifications for COBRA coverage, including qualified beneficiaries and qualifying events.
This form contains a list of reasons for taking family leave.
Addressing health-related issues in the workplace can be a sensitive and confusing process for employers.
A well-developed employee handbook fosters a positive work environment while also protecting the employer.
Oh, if someone could simply wave a wand and say, “Abracadabra,” to make employee policies magically appear, most employers would rush to be first in line.
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.
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
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):
This is a summary of Family, Medical and Parental Leaves Laws in Arizona.
School visitation leave.— Any employer who willfully refuses to rehire, promote or otherwise restore an employee or former employee who has been determined to b
This is a summary of Family, Medical and Parental Leaves Laws in California.
In private employment, records and documents relating to medical certifications, recertifications or medical histories of employees or employees' family members