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.
Did a text message qualify as a request for FMLA leave?
Behold the perils of dealing with the FMLA in the Golden Age of Employment Litigation: After clearly catching its employee in the act of FMLA leave abuse, this employer still got sued.
HR pros are already well aware that when a disabled employee’s FMLA leave expires, he or she may be entitled to additional leave as a reasonable accommodation under the ADA. But a new EEOC lawsuit shows that leave may be an option even when workers aren’t eligible for FMLA protections.
Another sign the economy’s crawling back: A substantial number of workers feel better about taking vacation this year than they did in Summer 2010.
Authors Cali Ressler and Jody Thompson provide their take on what’s wrong with the American workplace. If you’re one of the working hamsters who runs the daily wheel, you’re probably going to agree with them.
Could this company really forbid one of its employees from drinking alcohol — both on the job and off the clock?
As you know, taking FMLA leave can’t completely shield an employee from termination, especially when the person’s performance warrants him or her being fired. But the FMLA very much complicates the matter. So what do you need to be able to safely let under-performing FMLA-takers go?
In these uncertain times, at least one thing is sure: Employees will never run out of bizarre excuses for missing work.
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.
Congress and various federal agencies are getting ready to enact a dozen new rules and procedures that will affect how you do your job.
Congress and various federal agencies are enacting a dozen new rules and procedures that will affect how you do business in 2010.
There’s not a lot of humor to be found in employment law, let alone the Family and Medical Leave Act. But these cases should be good for a chuckle.
You know when employees request FMLA leave, those conversations have to stick to the facts about what the workers need and why. The problem is, a lot of managers don’t know that — and here’s proof some of their stray comments can cost you dearly in court.
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