The U.S. Supreme Court began its 2012-2013 term earlier this week. Here are the cases HR pros need to know about.
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.
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.
Periodically, we ask three HR pros how they’d handle a difficult situation at work. Today’s problem: There’s a suspicious pattern in the way an employee’s using intermittent FMLA leave.
Recent flooding and tornadoes in the South and Midwest have raised an intriguing question for Benefits pros: Can employees take FMLA leave when a natural disaster strikes?
Many companies ask new hires to sign an agreement that limits the time an employee has to file a workplace claim. A recent court ruling could make those employers change their minds.
Can a manager influence top-level company officials to fire employees without saying (or writing) a word?
An employee takes leave to enter rehab for alcoholism. Over nearly three months the employee relapses several times and misses work prior to – and during – several stints in rehab. Are all of his absences FMLA-protected?
Periodically, we ask three managers how they’d handle a difficult situation at work. Today’s problem: A C-level exec thinks crucial HR documentation isn’t worth his time.
Of course you want to know when an employee’s going to return from FMLA leave. But as one recent court ruling shows, you can’t push too hard to find out.
A recent court ruled that when it comes to FMLA leave, employees have two big obligations.