If you fire a staffer for allegedly abusing leave and then turn out to be wrong, you can still win in court — if you meet this one requirement.

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Employees are eligible for FMLA if they have a serious health condition which results in a “period of incapacity of more than three, consecutive full calendar days.” So why did a court recently rule that an employee was protected under FMLA even though she only missed two days of work? More…

Our team of experts fields real-life, everyday questions from HR managers and gives practical answers that can be applied by any HR pro in the same situation. Today’s issue: Ineligible staffers and the Family and Medical Leave Act.  More…

Employees don’t always make it easy for firms to approve their FMLA leave. When that happens, do what this company did. More…

A troubling new trend in employment law is about to bite a lot of unaware employers in the rear. More…

Intermittent leave has rapidly become the No. 1 headache for HR/Benefits pros everywhere. But adding these measures to your FMLA policy will certainly ease the pain.  More…

Intermittent FMLA leave has rapidly become the No. 1 nightmare for supervisors everywhere. A top employment lawyer offers a multi-step approach that’ll help companies legally discourage abuse. More…

Thanks to a strong trail of paperwork, one employer was able to prove it had perfectly complied with the Family Medical Leave Act. More…

First, the feds passed a law that says employers have to provide employees up to 12 weeks of leave to recover from a serious medical condition. And now they’re saying state agencies and state colleges are exempt – or at least they can’t be sued for ignoring that part of the FMLA. More…

Our team of experts fields real-life, everyday questions from HR managers and gives practical answers that can be applied by any HR pro in the same situation. Today’s issue: How do we handle a valued employee who needs medical leave but isn’t yet eligible for FMLA? More…