What did I do wrong?” and “Am I doing this correctly?” are frequent questions from clients regarding FMLA administration.
During the summer last year, I started a weekly series of posts about various “basics” of employment law, with a particular focus on Connecticut.
Every other employment attorney has been offering their opinion on how the election of Donald Trump will impact employment law.
Over the years, one of my favorite employment law blogs has been Jeff Nowak’s FMLA Insights.
Can an Employer Require That an Employee Submit FMLA Certification from a Specialist to Support the Need for FMLA Leave?
When it comes to FMLA medical certification, my clients have many complaints. One beef, in particular, is vague medical information they receive on a certification completed by the employee’s primary care physician.
On October 31, 2016, the Fourth Circuit Court of Appeals issued a decision that confirmed an employer’s right to take adverse employment action against an employee who fraudulently uses FMLA leave.
The U.S. Department of Labor (DOL) is looking to collect data from employers and employees regarding their respective “need for” and “experience with” the Family and Medical Leave Act (FMLA).
On October 28, 2016, the Department of Labor (DOL) gave notice that it is seeking comments from employers and employees about the Family and Medical Leave Act (FMLA).
Be Wary of Potential FMLA Violation Before Terminating an Employee for Failure to Meet Performance Standards During Intermittent Leave
It is well established that the FMLA does not require an employer to reduce its performance expectations for an employee who is taking leave intermittently or on a reduced schedule.
Can I call an employee to answer a work-related question while he is out on FMLA leave recovering from surgery?