Human Resources News & Insights

Family Medical Leave Act (FMLA)

The Family and Medical Leave Act (FMLA), passed in 1993, gives employees up to 12 work weeks of unpaid, job-protected leave in a 12-month period to care for their own or family members’ serious medical conditions. The law covers employers with at least 50 workers.

Was employee’s nap FMLA protected? How one court ruled

Scorned employees will cry “FMLA protection” for just about anything these days. The question is, when can the argument stick? 

Here’s a proven template for firing an FMLA abuser

A recent lawsuit and subsequent courtroom battle provides a valuable lesson in how to terminate a Family and Medical Leave Act (FMLA) abuser while fending off claims of interference and/or retaliation. 

Want to ease FMLA headaches? Doctors prescribe 3 remedies

Here’s a great way to clear up FMLA certification and administration headaches. 

What is ‘enhanced’ FMLA fitness-for-duty, and how can you use it?

If you’re concerned an employee won’t be able to take on his or her job responsibilities after FMLA leave, here’s a tool you can use to protect your company. 

The tricky connection between FMLA and overtime

If your company requires employees to work mandatory overtime, it’s important to factor those extra hours into your calculations when determining employees’ FMLA entitlement.  

‘How can he sue for FMLA interference? He didn’t even see a doctor’

Here’s a lawsuit that’s sure to frustrate the heck out of some HR pros. But it also provides a valuable lesson: When a termination involves medical issues, take the time to gather all the facts. 

Is a self-sufficient HR department a thing of the past?

Between the ACA, ADA, FMLA and a host of other federal and state regs, some employers are coming to the stark realization that HR can’t do it all on its own.  

DOL updates two more mandatory posters

If you haven’t hung up these two revised posters yet, the time is now. They became mandatory on August 1. 

Well, that was dumb: Facebook post gets man fired for FMLA abuse

It never ceases to amaze what kinds of social media posts employees feel are OK. How could this man have possibly thought it was appropriate to post this while on FMLA leave? 

FMLA notices: Missing key piece of info keeps employee’s lawsuit alive

Here’s proof you can never assume employees know about even the most basic aspects of the FMLA.