FMLA: Family & Medical Leave Act

The Family & Medical Leave Act (FMLA) allows ”eligible” employees to take off up to 12 work weeks in any 12 month period for the birth or adoption of a child, to care for a family member, or if the employee themselves has serious health condition. Download Your Free Report on FMLA
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DMEC Strategies for Navigating the Paid Leave ‘Patchwork’

Yesterday, we began to discuss how most employers struggle with managing leave of absence issues, understanding Family and Medical Leave Act laws, and knowing when a family medical leave of absence is covered by state or federal law. But now there’s a new wrinkle to consider in an increasing number of places: legally mandated paid leave. Today, Susan Schoenfeld, JD, BLR’s senior legal editor, provides some guidance.


What You Need to Know About the New FMLA Forms

In late May 2015 the U.S. Department of Labor (DOL) issued its long-awaited new Family and Medical Leave Act (FMLA) forms. It was hoped that the new forms, which do not expire until May 31, 2018, would contain multiple changes clarifying long-standing issues regarding genetic information, spousal coverage, and lack of clarity in the certification process.


Pay for Exempts Who Leave Midday?

Yesterday, we looked at how to properly calculate Family and Medical Leave Act (FMLA) leave for employees who work nonstandard shifts. Today, we present a related question: What happens when an exempt employee comes into work for just part of the day before having to leave?


Shift and Variable Schedules? How to Calculate FMLA Leave

The Family and Medical Leave Act (FMLA) is tricky enough for employees who work standard schedules. But how do you calculate FMLA time for employees (such as fire personnel) who work 24 hours on and 48 hours off, or employees who work 10- or 12-hour shifts? BLR® Senior Legal Editor Susan Schoenfeld spells it all out for us today.


Pay Deductions—What About Exempt Employees?

In yesterday’s Advisor, attorney Ted Boehm explained the rules governing deductions in pay for nonexempt employees (and how to avoid the pitfalls); today, he presents the facts regarding deductions and exempt workers.


Legal Pitfalls that Derail Your Telecommuting Program

In yesterday’s Advisor attorneys Deanna Brinkerhoff and Cathleen Yonahara offered 10 tips for successful telecommunicating; today, their take on the legal issues that challenge companies with telecommuters.


Survey says … What Leaves Are Your Competitors Offering?

In yesterday’s Advisor, we began our presentation of the results of BLR’s 2014 Employee Leave Survey; today, results concerning specific types of leave. How does your organization measure up?


Employee Leave: Survey Says … How Do You Compare?

Thanks to all 3,158 individuals who participated in the survey! Here are the detailed responses:


Failure to Pay Correctly—#6 on the List of Lawsuit Magnets

"In yesterday’s Advisor, we presented the first five of Attorney Aaron Zandy’s 10 lawsuit magnets—the most costly management mistakes. Today, the rest of the 10, including failure to pay correctly."

[Go here for failures 1 to 5.]

6. Failure to Pay Correctly

Yes, it’s the pay thing. Zandy’s danger zones are:


‘I send pregnant employees home their last month’

"In yesterday’s Advisor, we covered several tricky aspects of pregnancy discrimination as clarified in recent guidance issued by the Equal Employment Opportunity Commission (EEOC); today, more about pregnancy policies."

[Go here for the first part of the discussion on pregnancy discrimination]

Requiring Leave

May an employer require a pregnant employee who is able to perform her job to take leave at any point in her pregnancy or after childbirth?


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