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Tag Archives: FMLA

Report: Fewer than 15% of managers, employees understand FMLA laws (INFOGRAPHIC)

FMLA report infographic

Fewer than 15% of managers and employees understand Family and Medical Leave Act laws, according to a recent report based on 2020 survey results. The second annual “The FMLA and PFL Knowledge Gap 2020: Employee and Manager Insights” report from Majesco compiled survey results from more than 1,000 participants working for businesses with anywhere from 100 to more than 10,000 employees. ...

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Employers brace for in-person investigations over FMLA

All in attendance sat up and took notice when midway through a three-day conference on employment compliance, a branch chief of the U.S. Department of Labor’s enforcement division said that the agency expects to increase on-site investigations into whether companies are complying with the Family and Medical Leave Act.

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Employers push back on FMLA abuse

In an effort to root out employee abuse of Family and Medical Leave Act violations, employers are increasingly relying upon the “honest suspicion” defense – and winning.

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FMLA rule changes would benefit military families

The Department of Labor has announced proposed revisions to regulations implementing the Family and Medical Leave Act that would expand military family leave provisions and incorporate a special eligibility provision for airline flight crew employees.

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09-1775 Righi v. SMC Corporation of America

Employment FMLA The termination of an employee who took time off work because of a family member’s medical emergency, but failed to communicate with the employer during the absence, did not violate the FMLA. “[T]he regulations explicitly provide that employers may require their employees to comply with their “usual and customary notice and procedural requirements” when requesting FMLA leave. Id. ...

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09-4151 Ames v. Home Depot U.S.A., Inc.

Employment ADA; FMLA Where an employee was terminated for being intoxicated at work, the termination did not violate the ADA or FMLA. “Taking the record in the light most favorable to Ames, her ADA claims cannot survive summary judgment. For either a discrimination claim or a failure-to-accommodate claim, Ames must show that she has a disability under the ADA. Lloyd ...

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