Human Resources News & Insights

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. 

FMLA policy blunder proves very costly for employer

What this employer’s FMLA policy didn’t say has it facing an expensive jury trial. 

Email’s not good enough for FMLA notices either, court rules

Courts don’t trust the U.S. Post Office or Gmail, Yahoo Mail, AOL Mail, or any other email service to deliver your Family Medical Leave Act (FMLA) notices to employees. So what’s an employer to do? 

Court slaps employer with $83K fine for ‘intentional’ COBRA violation

When it comes to complying with the Consolidated Omnibus Budget Reconciliation Act — or COBRA — mistakes will happen, and courts understand that. But it’s egregious errors like this they won’t stand for. 

Replaceable or not: You still have to grant them FMLA leave

This employer was shoved between a rock and a hard place. But management chose to handle the situation … um … poorly. 

New FMLA ruling reveals 2 things employers need to know

A former employee’s Family Medical Leave Act (FMLA) lawsuit against a residential nursing care facility provides a couple of important lessons for all employers.

FMLA changes: New regs take effect March 8

Key changes to the Family and Medical Leave Act will take effect March 8, according to the Department of Labor. They’ll affect how just about every employer handles FMLA leave.

States graded on their family leave benefits

A non-profit recently graded all 50 states and the District of Columbia on how well their laws provide access to leave for new moms and dads. Only two states received an A.

Part of FMLA voided by the Supreme Court

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.

Employee answers work-related call: Is he still on FMLA leave?

Here’s a tricky question for you: Should an employee still be considered on FMLA leave when he’s answering work email or phone calls?