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FMLA

Sudden FMLA leave? Focus on logistics

05/26/2015
There’s no doubt that a key em­­ployee’s sudden and unexpected extended absence can disrupt business. Even so, remind supervisors to keep their gripes to themselves if it turns out that the employee is exercising her FMLA rights.

OK to discipline for intermittent leave abuse

05/19/2015
Unexpected absences can cause scheduling headaches. However, since FMLA leave is an entitlement, there isn’t much employers can do—at least when the call-offs are legitimate. But not every absence is legit.

You don’t always have to be right–just honest

05/18/2015
As long as you act in good faith, most courts will uphold your honest HR decisions.

Court: Arbitration OK as long as employee doesn’t have to give up any rights

05/18/2015
A federal court has upheld an arbitration agreement negotiated between a union and an employer that compelled individual arbitration for FMLA claims.

Focus on performance–not attendance–when firing employee who used FMLA

05/18/2015
Employers that rely on absenteeism to fire such a worker may find themselves in court arguing over which absences and late arrivals should be included or excluded—and hope they got it right.

Spell out rules for returning from FMLA leave

05/18/2015
What do you expect an employee to do at the end of approved FMLA leave? Clarify that it’s the employee’s responsibility to notify the employer and check his schedule when he receives medical clearance. Then, if the employee ignores your instructions and doesn’t show up, it’s willful misconduct—making him ineligible for unemployment benefits.

Can we put travel limits on workers taking FMLA?

05/15/2015
Q. Do we have to let an employee leave the United States to visit his home country while on family medical leave? Are there restrictions? — Terry, New Jersey

Expect litigation if you try to quibble over return-to-work schedule following FMLA leave

05/06/2015
Employees who take protected FMLA leave are entitled to reinstatement to the same or a substantially similar job once cleared for work after their leave is over. Reducing the employee’s hours on return could be seen as interference with FMLA rights.

FMLA and ADA accommodation: Don’t dismiss request to work from home

05/06/2015

If, after FMLA leave, an employee asks for more time off or to work from home, handle the request just like you would another disabled employee’s reasonable accommodation request. Verify the disability and discuss possible accommodations before you reject the request. Otherwise, a jury may hold you liable.

Prepare for legal trouble when bosses play detective with employees on FMLA leave

04/29/2015
Train all supervisors about the FMLA. Instruct them to refer any perceived problems to HR. Direct supervisors should not, for example, conduct their own “investigations” into whether an employee is abusing intermittent FMLA leave by conducting surveillance or taking other intrusive steps. Doing so may net a lawsuit alleging interference with FMLA rights.