When an employee is not at work, there can be project delays and other workers often need to step in to cover for that person. Intermittent absences typically cause little or no disruption in the workplace. However, when an employee is excessively absent, actions like termination may be appropriate.
Employees who work for covered employers are often eligible to take job-protected leave for certain medical or family reasons under the Family and Medical Leave Act, or FMLA. As an employer, it is your responsibility to comply with these laws and destermine eligibility.
Your employee has a medical condition that requires several short breaks throughout the day. He was granted intermittent, unscheduled breaks under the Family and Medical Leave Act (FMLA). A few times during the work day, he takes a brief rest break.
When employees are granted leave according to the Family and Medical Leave Act (FMLA), they are allowed a certain number of intermittent absences. Usually, employees return to work after they have used up these absences. In some cases, though, an employee's leave will exceed the absences allotted by FMLA.
For employers, navigating the Family and Medical Leave Act (FMLA) can seem like a minefield. There are myriad details and legal technicalities to keep in mind.
Sometimes, it is necessary for an employee to take time off to care for a relative who is ill or to mourn a deceased family member. Under the Family and Medical Leave Act (FMLA), workers can take unpaid time off to care for their family without fear of being fired. But what if an employee considers their pet--perhaps a dog or cat--to be a family member? In this case, is an employee allowed to use FMLA to care for their furry friend?
According to federal law, employers cannot make their employees work during FMLA leave. Most HR departments are well aware of this. But there is one area that is not always so clear: When, if ever, is it acceptable for employers to contact their employees who are on FMLA leave?
On February 5, 2018, the Family and Medical Leave Act will celebrate its 25th birthday. It was nearly two and a half decades ago that then-President Clinton signed the bill into law, thereby protecting employees who required time off for family or medical reasons.
The Family and Medical Leave Act stipulates that pregnant women and new mothers may take up to 12 weeks of leave from work. Taking some time off from work is often necessary for a mom-to-be to receive prenatal care or recover while she is incapacitated, or for a mother to care for her brand-new infant.
The Supreme Court of the United States (SCOTUS) may dig into what standard is best to determine whether an employee has a valid claim under the Family and Medical Leave Act (FMLA).