Tag Archives: FMLA

Employers, Beware! Under FMLA “Parent” Is Interpreted Broadly – And It’s Your Job to Ask the Right Questions

Employers who are familiar with the Family and Medical Leave Act are well aware that employees can use FMLA leave to care for their child, spouse, or parent with a serious health condition. But not all employers are aware that, under the FMLA, “parent” is interpreted broadly to include not only biological, adoptive, step, and […]

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HR Professionals Beware: You May Be Personally Liable for the Unlawful Termination of an Employee!

In a recent decision that may come as a shock to human resources professionals, the Second Circuit Court of Appeals found that an HR director can be held liable for the unlawful termination of an employee under the Family and Medical Leave Act. Yes, you read that correctly:  an individual HR director can be found […]

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Can You Legally Terminate An Employee Who Does Not Return To Work After Their FMLA Ends?

If you are a private employer with 50 employees or more, you must be aware of both the Federal and your state’s version (if any) of the Family and Medical Leave Act (FMLA), and the paperwork that goes with its administration.  FMLA guarantees certain employees up to 12 workweeks of unpaid leave each year with […]

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Employee Working While on FMLA Leave? Know How To Respond!

It is a fairly common situation, an employee says she is suffering from a serious health condition and requests leave under the Family Medical Leave Act or FMLA. After granting the leave you find out the employee is performing a similar job at another company. Can you lawfully terminate this employee or does she retain […]

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Are Your Policies Up to Date?

Recent decisions and legislative updates have forced employers of all sizes to take a look at their written policy statements.  Have you had your policies reviewed by a workplace law professional recently?  If you have not updated your policies within the last few years, here are some things you may be missing: Continue reading “Are […]

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