Access to employees’ sensitive personal medical information is a reality for employers covered by the Family and Medical Leave Act (FMLA). This is due to the fact that it's a best practice for leave administrators to request medical certification in order to process a leave case.
A common problem that leave and FMLA managers face is knowing when it's okay to communicate with an employee on leave under the Family and Medical Leave Act (FMLA). When an employee is out on leave, it’s quite likely that questions will arise: where is that file they were working on? Who is the appropriate contact for the XYZ contract? Though it may be tempting to send an email or text to communicate with an employee on FMLA, think twice before you act!
Many new parents are entitled to take up to 12 weeks of leave under the Family and Medical Leave Act (FMLA) following the birth, adoption or fostering of a child. Despite granting job protection to new parents, FMLA leave doesn’t mandate wage replacement. This may be problematic for parents who are juggling the extra costs that come with having a new addition in the family. Only 12% of private sector U.S. employees have access to paid family leave benefits, as employers are not required to provide paid time off for the birth, adoption or fostering of a child, unless they are located within states or municipalities which mandate it.
It’s no secret that employers strive to boost productivity. Among the numerous ways to increase productivity, there are some which are a win-win for both employers and employees. We’ve gathered 4 of the easiest methods for you to maximize productivity in your organization, while also motivating your employees!
Thanksgiving has come and gone, and holiday carols are streaming across the radio... no doubt about it, the holiday season is officially here!
New York families have a new policy to look forward to, as New York Paid Family Leave (NY PFL)’s effective date of January 1, 2018 rapidly approaches! That’s why we’ve rounded up everything you need to know about this new legislation, to bring you up to speed with everything it has to offer, as well as your requirements as an employer!
With the holiday season coming up, employers are faced with one of the biggest conundrums of managing the Family and Medical Leave Act (FMLA): employees abusing it for extra time off.
You may be a specialized Leave of Absence (LOA) Manager, an HR Generalist managing leave amongst other HR functions, or a small business owner wearing many hats. No matter your role, you know that there are certain obligations you have as an employer for effectively managing the Family and Medical Leave Act (FMLA) and state leave laws.
2017 has brought with it a surge of dangerous and destructive natural disasters, including hurricane titans Harvey, Irma and Maria, as well as fierce wildfires on the west coast.
Keeping up with the ever-changing leave law landscape is a job in itself. Especially as more states (and sometimes municipalities) make the move to adopt paid sick leave and paid parental leave. When you combine the ongoing changes at multiple levels, as well as the hundreds of pieces of legislation already in place, it all can get very confusing!