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Discrimination and pay issues when employee has jury duty

07/01/2008
Q. One of our employees has been called for jury duty. What are our obligations? …

Unpaid time off and exempt employees

07/01/2008
Q. Some of our exempt salaried employees are requesting time off without pay. Can we do this without jeopardizing their exempt status? …

FMLA leave when a military spouse returns from active duty

07/01/2008
Q. An employee reported that her husband, who is a soldier, is returning (safe and sound) from active duty. She wants to take off a month to be with him after being apart for so long. Is this FMLA leave? …

Restrictions on paid administrative leave?

07/01/2008
Q. We hired an employee on a short-term arrangement, but then placed her on administrative leave after we received complaints about her. The leave will continue until the end of the term, and we are going to pay her while she is on leave. Is this permissible? …

Benefits on a shoestring: 8 tips

07/01/2008

Don’t waste your time and money offering benefits no one cares about. Review all your coverages. Conduct eligibility audits. Those are just some of the tips comp and benefits expert Gary Kushner has for HR pros eager to maximize the value and reduce the costs of the benefits they provide.

Employee benefits stable in ’08 despite slump

06/24/2008
Login Email Address Password I forgot my password To continue reading this page, become an HR Specialist Premium Plus member today! Your subscription includes: Ask the Attorney: Answers to your HR legal questions Compliance Guidance: Access to 7,000 HR news articles, updated daily, sorted by state State-by-State: Summaries of HR laws in all 50 states […]

Providing extra leave after FMLA? You can set the rules

06/17/2008
If your organization is generous about extending leave beyond the 12 weeks of unpaid time off the FMLA mandates, take heart. You can and should set whatever requirements you deem reasonable for taking that extra leave. The best part: According to a recent 11th Circuit decision, you don’t have to abide by the FMLA’s reinstatement rules if employees have already used up their protected FMLA leave …

Don’t let tardiness influence FMLA leave

06/17/2008
Ann Weichman, an account underwriter at Chubb, was a pain to supervise because she was so frequently late for work. Then, a few days after Weichman took FMLA leave, she was late for nonmedical reasons. The company had had enough and fired her. She sued for retaliation and interference with her FMLA rights …

You don’t have to ask for FMLA certification for every absence

06/12/2008
Balancing business needs against employees’ legitimate FMLA rights is one of the hardest parts of managing absenteeism. Now there’s one less thing to worry about. A new case makes it clear that you don’t have to request an FMLA certification every time an employee calls in sick …

Does the Pregnancy Discrimination Act grant additional maternity leave?

06/12/2008
Q. We granted an employee maternity leave following the birth of her child—12 weeks of leave in accordance with the FMLA. Other than the FMLA, our company has no past practice or policy of granting leave (paid or unpaid) to employees except for their own medical conditions. Our employee claims that we will be discriminating against her because of her pregnancy and status as a new mother if we do not grant her additional leave time. I am aware of the Pregnancy Discrimination Act. Does it require us to grant our employee additional leave to care for her newborn? …