If an employee is injured on the job and on workers’ comp, may we issue an FMLA eligibility notice besides workers’ comp? What is the best practice to handle such situations?
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If an employee is injured on the job and on workers’ comp, may we issue an FMLA eligibility notice besides workers’ comp? What is the best practice to handle such situations?
Read MoreWe have an employee on intermittent FMLA for a chronic health condition. They work a second (part-time job) and often call in because that job causes flare-ups in their condition. They discuss this with co-workers, causing resentment. Any suggestions you have as to how this should be handled would be greatly appreciated.
Read MoreThe FMLA obligates employers to let workers know how much leave they have available and what happens when they run out. Failing to inform workers about their rights is FMLA interference. A recent case clarifies that not telling a worker on FMLA leave that they can switch from a solid block of leave to intermittent leave constituted interference.
Read MoreAn employee calls in to report that they will be out sick, but they call in three hours after the start of their shift. The attendance policy states employees must call in at least one hour before the start of their assigned shift. Can they lose attendance points for not providing advance notice?
Read MoreWhen can I demand a fitness-for-duty test?
Read MoreIs an employee allowed to keep their vacation and then take FMLA, or does the employee need to take their hours of vacation first before FMLA?
Read MoreAt least three federal laws provide time off for employees during and following pregnancy—good news for new mothers, bad news for the confusion it causes employers. A recent case highlights how complicated it can become.
Read MoreOur employee has an intermittent FMLA certification that says they may miss work four times per month, one day per episode. The employee has called out on FMLA for the last 18 weeks, except for one. Can we move the employee to another department, with the same hours and pay, where there are more employees to make it easier to cover the absences?
Read MoreYou mentioned that some employers with workers covered under both the FMLA and the PWFA may need to have their leave tracked under both laws. How exactly do we do that? Is the PWFA leave equal to the 12 weeks/480 hours of FMLA leave?
Read MoreIf an employee is on FMLA leave and receives reasonable accommodations, then undergoes another separate procedure before that 12 weeks ends, what are the employer’s obligations to hold that position or provide more accommodations?
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