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FMLA

Serial FMLA requests? Respond to every one

02/28/2014
Some employees seem to believe that every minor illness is grounds for FMLA leave. If it’s clear an absence is for an illness not covered by the FMLA, say so. That way, an employee can’t later argue that he was unfairly denied leave when you include the absence in the disciplinary process.

Develop process for extending FMLA leave

02/28/2014
Some employees aren’t quite ready to return from FMLA leave after their 12 weeks are up. How you handle their request can make the difference between winning and losing a discrimination lawsuit.

Bill would extend FMLA to employers of more than 25

02/26/2014
Rep. Carolyn B. Maloney, D–N.Y., has reintroduced legislation that would require more employers to provide unpaid leave to employees who need to care for themselves or a family member. The Family and Medical Leave Enhancement Act would extend FMLA protections to workers in companies with more than 25 employees.

Make sure employees are clear about your system for counting FMLA leave

02/26/2014
Your organization is free to run FMLA leave concurrently with other paid leave. To avoid a lawsuit, just make sure you tell employees exactly how you are accounting for their FMLA leave.

Must we indefinitely retain injured employee who has been out on workers’ comp?

02/19/2014
Q. We have an employee who has been out with a work-related back injury for more than six months. We have not received any indication from her doctor about when she will be able to return. Must we keep her on workers’ compensation leave status indefinitely? Do we have to indefinitely hold open her job?

Remind bosses: Employees approved for intermittent FMLA leave are entitled to take it

02/19/2014
Employees with chronic conditions may need time off, but can’t always plan those absences in advance. And that may mean understaffed positions on short notice. That’s unfortunate, but it’s something a good manager must work around—and something HR should monitor.

ADA: You may not have to honor employee’s request for gradual return to work

02/19/2014

It may be a reasonable accommodation to grant additional time off after a disabled employee has used up her FMLA entitlement and other leave. But what if the disabled employee wants a gradual return to work, easing back in by working part time?

Light duty and the Pregnancy Discrimination Act

02/18/2014
Sometimes, it may be appropriate to offer light-duty assignments to pregnant employees. However, there’s a right way and a wrong way to handle those accommodations.

Don’t let manager’s attitude taint new mom’s career

02/18/2014
Some managers don’t think mothers-to-be are serious about their work. That attitude can spell trouble for an employee’s future opportunities in subtle ways. Don’t let it happen.

Firing during FMLA leave may mean personal liability

02/05/2014
In a bizarre legal twist, the 5th Cir­­cuit Court of Appeals has ruled that a supervisor who was sued over his decision to terminate an employee for taking FMLA leave may be personally liable for terminating her—despite the fact that the public employer may be immune to an FMLA lawsuit.