The U.S. Department of Labor FMLA Branch Chief Helen Applewhaite recently announced the agencies’ renewed focus on conducting more on-site compliance investigations (“pivotal year for FMLA enforcement”).
Although I eagerly anticipate the arrival of a baby due to be born in the Nowak family within the next couple of weeks [number 4...somebody help me!], I assure you that my status as “expectant dad” is not clouding my objectivity regarding the rights of moms and dads in the workplace.
On Feb. 5, 2014, Rep. Carolyn Maloney (D-NY) reintroduced a Bill, that if passed, would extend both who is covered and what is covered under the Federal and Medical Leave Act.
We all know that the FMLA’s protections kick in once an employee has been employed for 12 months. But can those protections be triggered even before a full year’s employment? One federal district court recently held that they can be. Here’s why employers should take note.
Getting Ready for 2015: How Government Contractors, Health Care Reform, and the Family Medical Leave Act Intersect
It’s summer now, mid-year 2014. Open enrollment for the 2015 health plan year is just around the corner. . .
Grandparents across America are celebrating this week. And they have Suzan Gienapp to thank. Here’s why.
An employee may take leave under the FMLA to care for a child with a serious health condition, even a child 18 years of age or older who is incapable of self-care due to a disability.
On June 24, 2014, the U.S. Court of Appeals for the Seventh Circuit held that an employee did not forfeit her right to leave under the Family and Medical Leave Act (“FMLA”) to care for her seriously ill adult daughter by failing to provide her employer with an anticipated date of return.
Proposed changes to the regulations of the Family Medical Leave Act (“FMLA”) may require employers nationwide to extend spousal leave benefits to all eligible employees in valid same-sex and common law marriages regardless of whether the state law recognizes the marriage.
Under the Family Medical Leave Act (FMLA), whether an employee is required to specify the expected duration of leave on a FMLA application depends on whether the leave is categorized as foreseeable or unforeseeable leave.