FMLA

Discipline with care after FMLA leave: Build solid, performance-based case

06/09/2016

Employees can’t be held responsible for work not performed while they are out on FMLA medical leave. But that doesn’t mean employers are powerless to discipline an employee for poor performance that’s not related to the medical leave.

Time to check the FMLA poster on your bulletin board

05/17/2016

FMLA compliance may be one of the trickiest parts of an HR pro’s job, but the law’s notification requirements are easy to deal with.

Employers: Display updated FMLA poster

05/05/2016

In May 2016, the U.S. Department of Labor issued a new version of the FMLA poster that employers are required to hang in their workplaces. The big question: If you already have an FMLA poster in your workplace, must you display this new version? Here are the details, plus links to the new poster and employer’s guide …

Beware knee-jerk firing after FMLA leave

05/04/2016

Employees who return from FMLA leave may not be fully healed. They may, in fact, have developed serious enough medical problems to be disabled under the ADA.

Patience pays off when handling disabled employee’s return-to-work issues

04/22/2016

Patience has its rewards, especially when dealing with a newly disabled employee who might not be able to return to her job.

Make sure employees know their FMLA rights

04/22/2016

FMLA administration is a top frustration to HR professionals.

Indefinite leave is not a reasonable accommodation

04/08/2016

Sometimes, 12 weeks of FMLA leave isn’t long enough for workers to recover from illness or injury. But, indefinite leave does not have to be accommodated.

An FMLA snafu can lead to personal liability

04/08/2016

Here’s something to consider when handling an FMLA request: If you botch the request, you could be held personally liable for any damages.

How to collect medical info under the FMLA rules

04/07/2016

To determine whether an employee or family member has a condition that meets the FMLA’s definition of “serious health condition,” employers should review the medical certification they receive from the employee’s health care provider.

What’s an FMLA ‘serious health condition’?

04/06/2016

First things first when determining how to handle a request for FMLA leave: Does the employee (or a loved one) have a “serious health condition” that qualifies for FMLA leave?