In a Complaint recently filed in a Florida federal court (Andrea Santiago v. Broward Health), social worker Andrea Santiago alleged that her employer, Broward Health, violated the FMLA when it refused to waive a policy requiring employees who took FMLA leave for surgery to allow an in-house medical clinic to examine their wounds before being allowed to return to work.
This blog is a sequel to my previous post summarizing the rules and regulations governing an employee’s use of intermittent FMLA leave, which you can find here.
Is that all it takes to get you to click on my blog entry — make a reference to “sperm” in the blog title and post a silly photo of this little guy? That was like taking candy from a baby!
At HR Law & Solutions last month, attendees asked tough questions about handling requests for intermittent leave under the FMLA.
One day before the U.S. Department of Labor’s Family & Medical Leave Act (“FMLA”) same-sex spouse final rule took effect on March 27, 2015, the U.S. District Court for the Northern District of Texas ordered a preliminary injunction in Texas v. U.S., staying the application of the Final Rule for the states of Texas, Arkansas, Louisiana, and Nebraska.