Many employees who’ve worked from home want to keep it that way. If they can’t stay home, they’ll quit. What can HR do to retain employees now? Nearly 30% of remote workers say they’ll quit their job if they aren’t allowed to continue remote work, recent research from LiveCareer found. Another two-thirds of employees say […]
Return to Work
Employers have a new weapon in the war against workers who fake illnesses and injuries to collect benefits. But do you think this company applied it properly?
Could this company really forbid one of its employees from drinking alcohol — both on the job and off the clock?
Many older employees now plan to work years past the traditional retirement age to recoup lost savings. And as the age of your workforce increases, so do workers’ health problems. Two ways to keep costs under control:
Managing COBRA shouldn’t be rocket science, but there is a science to it that employers and HR managers need to be aware of.
Need more convincing the DOL will be ramping up its FMLA enforcement by showing up on the doorstep of firms it thinks may have dubious administrative processes? Check out these real-life examples.
FMLA abuse: With all of the laws out there protecting employee rights, many employers feel it’s a problem they are powerless to stop.
FMLA abuse: With all of the laws out there protecting employee rights, many firms feel it’s a problem they’re powerless to stop. As a result, they don’t closely question employees about their FMLA requests. But that can be very costly.
A top EEOC official recently provided some solid guidance to employers on how the new ADA rules and employee leave policies interact.
A new court ruling just made it a little more difficult for employers, managers and supervisors to comply with the ADA’s accommodation requirements.
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 question centers around handling employees who are summoned to jury duty.
Companies with automatic termination policies, policies that automatically terminate employees after they exceed a certain amount of leave time, have come under fire in recent years.
Most HR pros are well aware of the many triggers that could signal an employee’s need for a reasonable accommodation under the ADA. But managers and supervisors are another story altogether.
It’s often frustrating for managers to have employees out for medical problems. But releasing those frustrations in the wrong way can land their employers in court.
A staffer runs out of FMLA leave but hands in a doctor’s note saying she’ll be out indefinitely with a back injury. Her company fires her, and she sues, claiming FMLA interference and refusal to accommodate a disability. Who wins? Read the dramatized version of this real-life case and see if you can determine the […]
An employee misses work without warning for a week. His reasoning? He was just diagnosed with high blood pressure, was put on prescription medication and his doctor told him to schedule a follow-up (which he didn’t do). Can you fire him for unexcused absences, or do they count as FMLA leave?
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