Are employers required to use the Family and Medical Leave Act (FMLA) Forms from the Department of Labor?

Are Employers Required to Use the FMLA Forms from the Department Of Labor?

Employer’s failure to provide proper FMLA notices to the employees will be ruled by courts as interference with employee’s rights. So many cases have resulted in employers paying $275,000 or more for failure to comply. Notification is a vital component of FMLA leave.

Family and Medical Leave Act (FMLA)

Temporary to Regular Employees and FMLA

Here is a typical question about FMLA that I will receive from my clients: “I have an employee who started in our company about a year ago as a temporary employee from ABC Staffing Company. Two months ago, the employee was hired by our company as a regular full-time employee. The employee now needs surgery and is requesting FMLA. We denied the employee’s FMLA request since he has not met the eligibility requirements. The employee only has two months of service since we hired him. Do we need to worry about any problems? We are correct, right?”

USERRA and FMLA and ADA

The Interconnection between USERRA, FMLA & ADA

The Uniformed Services Employment and Reemployment Rights Act (USERRA) is a federal law that provides reemployment rights for veterans and members of the National Guard and Reserve following qualifying military service. It also prohibits employer discrimination against any person on the basis of that person’s past USERRA-covered service, current military obligations, or intent to join one of the uniformed services.

ADA Persons with disabilities have equal rights in the balance with healthy people. Concept of social equality of disabled people in society

Failing to Engage in the Interactive Process with a Disabled Employee is Illegal

ASICS America Corporation (ASICS), a manufacturer of athletic footwear and accessories, violated federal law by firing a temporary worker because of her disabilities, the U.S. Equal Employment Opportunity Commission (EEOC) charged in a lawsuit filed today.

Time to act 2020 final rule on overtime eligibility for white collar employees.

2020 Final Rule on Overtime Eligibility for White Collar Employees

2020 Final Rule on Overtime Eligibility for White Collar Employees – The effective date of this final rule is January 1, 2020. The final rule updates the earnings thresholds necessary to exempt executive, administrative and professional employees from the Fair Labor Standards Act’s (FLSA) minimum wage and overtime pay requirements, and allows employers to count a portion of certain bonuses/commissions towards meeting the salary level. The new thresholds account for growth in employee earnings since the thresholds were last updated in 2004.

Persons with disabilities have equal rights in the balance with healthy people. Concept of social equality of disabled people in society

Failure to Provide Reasonable Accommodations under ADA, get the Check Ready for $5.2 million!

Jury Awards $5.2 Million Against Walmart in EEOC Disability Discrimination Case after determining that the company violated federal law when it refused to accommodate the disabilities of a longtime employee, […]

yes i can

Yes I can, yes you can!

Yes I can, yes you can! It’s all in your mind, where there is a will, there is a way! Early in my life I learned that if I wanted something I was going to work, work and work for it. Nothing falls from the sky…..except rain and bird droppings sometimes! Whatever your goal is, don’t wait for somebody to come with a magic wand into your life and make it happen….life is too short and you may spend years waiting for something that may never happen! You go and accomplish your goals! It does not matter if it’s just one step at a time. It does not matter how many obstacles you find on the way. It does not matter how many times you try. It does not matter how many times you fall. You get up over and over again and you keep going! Scared to go after your dreams? Do it, even if you are scared. It’s all in your mind, yes you can, yes you can, and yes you can, end of the story and end of the excuses!