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.
FMLA: Family & Medical Leave Act
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.
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?
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.
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.
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.
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?
[Go here for failures 1 to 5.]
6. Failure to Pay Correctly
Yes, it’s the pay thing. Zandy’s danger zones are:
[Go here for the first part of the discussion on pregnancy discrimination]
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?