One of the national hotel chains, in an attempt to attract business travelers, advertises that if you stay at its hotels, you’ll be able to take on “the 800-pound gorilla in the room.” The ad shows Regional Manager Amy, after spending a night in one of the hotels, being able to tame the chest-pounding 800-pound gorilla the next day in her meeting.
My 20-year-old daughter has been put on bed rest because of her high-risk pregnancy. I am the only one available to care for her. Can I take FMLA leave for this reason?
Maybe. In order to take FMLA leave to care for your adult daughter, she must be incapable of self-care due to a disability and you must be needed to care for her because of a serious health condition. While any incapacity due to pregnancy will be a serious health condition for FMLA purposes, pregnancy itself is not a disability. However, pregnancy-related impairments may be considered disabilities if they substantially limit a major life activity.
- First, the child must meet the FMLA definition of a “son or daughter.”
- Second, the child 18 years of age or old must be “incapable of self-care.”
- Third, the incapability for self care must be because of a mental or physical disability at the time FMLA leave is to commence.
- Fourth, the child must have a serious health condition for which he or she needs care.
- Fifth, the employee must be “needed to care for” the adult child.
Some goals are easily measured, but some, like adhering to company values, are harder to measure, says expert Dr. B. Lynn Ware. Values are an important part of the company culture, but how can you make the measurement of values concrete, quantifiable, and qualitative?
For example, says Ware, take a public relations agency that wants to encourage five factors:
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