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FMLA

Don’t automatically approve FMLA leave for elective or cosmetic surgery

08/18/2010

Elective surgery that isn’t medically necessary may not be eligible for FMLA leave because the employee having the procedure may not be suffering from a serious health condition. Challenge such leave requests by asking for the second and third certifications that the FMLA allows.

Uncomplicated flu may not be covered by FMLA

08/18/2010
During last year’s swine flu pandemic, lots of employers came up with contingency plans in case employees got sick. Most swine flu cases, thankfully, ended up being quite mild. And as a practical matter, that probably meant that most employees who had swine flu would not have been eligible for FMLA leave because they weren’t incapacitated or unable to perform the essential functions of their jobs for three days.

What are our FMLA obligations when an employee has to care for a child he isn’t related to?

08/12/2010
Q. An employee has requested FMLA-protected leave to care for his partner’s son. We are aware that the child is not legally or biologically related to our employee. Do we have to grant the leave?

Employee being disciplined suddenly gets ‘sick’? Don’t fall for ruse invoking FMLA protection

08/06/2010
This will probably happen to you someday (if it hasn’t already): An employee in the middle of being disciplined suddenly says he’s ill and has to leave work. Then, after being terminated, he claims you interfered with his right to take FMLA leave. Don’t fall for it.

When tracking FMLA abuse, use surveillance cautiously

08/05/2010
Before you decide to videotape someone whom you suspect may be abusing FMLA leave, make sure you have a good-faith reason to do so. And be prepared to show that surveillance is a common practice for similar suspicions.

Disruptive employee really deserves firing? Don’t let FMLA keep you from pulling the trigger

08/05/2010

Some employees are difficult, always skating on thin ice. They’re disruptive, don’t listen to directions and pretty much do whatever they want. Even so, employers often hesitate to fire such troublemakers if they’ve recently requested FMLA leave or claimed to be disabled. Don’t be manipulated into keeping those bad apples.

Loose lips lose lawsuits: Screen performance reviews for FMLA comments

08/03/2010
Comments supervisors make on performance evaluations can come back to haunt the company—especially if they concern the FMLA. That’s why HR should carefully review performance evaluations and tell supervisors to zip it when tempted to gripe about FMLA leave.

FMLA now covers care by same-sex parents

07/29/2010
The U.S. Department of Labor has issued a broad interpretation of the definition of a “son or daughter,” clarifying that any employee who assumes the role of caring for a child will receive parental rights under the FMLA, regardless of the biological relationship. The new rule applies regardless of sexual orientation or conventional family ties.

Can we terminate a poor performer who is currently out on FMLA leave?

07/27/2010
Q. Our receptionist has a history of being late for work and taking unexcused absences. She’s out on FMLA leave to care for her sick father. Her temporary replacement is doing an outstanding job and always shows up on time. Can we keep the new receptionist and tell the other one not to return?

Watch calendar if you plan to fire following FMLA leave

07/27/2010
Employers that fire employees right after they return from FMLA leave run a risk that the timing alone will be seen as proof of retaliation. Unless you are absolutely sure you can convince a judge or jury that the termination is justified, it makes sense to wait a month or so.