As CFOs are well aware, employment laws seem to favor workers against their employers, and they often cost firms money. But that’s not always the case.
Family and Medical Leave (FMLA)
In case you didn’t have enough on your to-do list for 2010, the feds just added to it.
Not updating the employee handbook regularly is a mistake employers can’t afford to make. This document is employers’ first line of defense against litigation.
Pennsylvania just joined the growing list of states that pledged to work with the Department of Labor (DOL) in preventing employers from misclassifying full-time employees as independent contractors (ICs). Will your state be next?
Nobody really wants to dock an employee’s pay.
Handling Family and Medical Leave Act (FMLA) requests correctly is a challenge for even the most seasoned managers, and there’s a bill in Congress right now would impact employers’ current FMLA responsibilities.
FMLA leave costs your company enough when employees take it legitimately … then you catch an employee trying to scam you! Unfortunately it happens a lot, though probably not as dramatically as it all unfolded for one of your peers in California. An employee taking intermittent FLMA leave was caught red-handed on a fishing trip […]
When a job requires employees to log more than 40 hours per week on a regular basis, is it safe to say overtime is an “essential job function” of that position and deny an accommodation request that attempts to skirt the OT?
Finance chiefs will once again have one of the most useful DOL resources at their disposal to help with an array of tricky compliance issues — and avoid costly penalties and lawsuits.
CFOs want to do everything in their power to prevent FMLA abuse. But the question is: How aggressive can you be in determining whether a staffer’s medical issue is a bonafide “chronic condition” that requires intermittent FMLA leave?
Following an array of state and local paid leave laws and loud calls from employers and prominent business groups, Congress has introduced a bill to make paid leave on a federal level a reality. But the legislation probably isn’t what HR pros were expecting.
While you don’t have to pay employees for the FMLA leave they take, you still have to be aware certain pay-related issues while they’re on leave. And as one company recently found out, not doing so can prove to be very, very costly.
It’s not easy to decipher the pay-docking rules laid out by the Fair Labor Standards Act (FLSA). The regs are pretty murky.
If your payroll people have trouble understanding the pay-docking rules laid out by the Fair Labor Standards Act (FLSA), assure them they’ve got a lot of company. The regs are pretty murky.
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