On Apr. 23, 2019, the Connecticut Commission on Human Rights & Opportunities (CHRO) issued a Best Practices Bluepaper as guidance for employers with three or more employees facing accommodation requests from employees for pregnancy, childbirth, or related conditions.
In the global economy, it is not unusual for U.S. multinational companies to have employees working overseas. Overseas employment arrangements require employers to navigate a variety of complex legal issues – some of them leave related.
Companies should begin preparing now for the new Westchester County Earned Sick Leave Law, which becomes effective on Apr. 10, 2019.
March 2019 Employment Practices Compliance Managing ever-expanding state and local paid family and sick leave mandates, training supervisors and managers on FMLA and ADA requirements, handling difficult accommodation requests, and … Read More
Supervisors: Key to Managing and Preventing Absence By Glenn Pransky, MD Scientific Advisor Lincoln Financial Group By Tawnya Goertzen Director, Clinical Vocational Operations Lincoln Financial Group Preventing and managing work … Read More
If an Employer Has “A Reason to Doubt the Validity” of an Employee’s FMLA Certification By Gail I. Cohen, JD Director, Employment Law & Compliance Matrix Absence Management Welcome to … Read More
FMLA, or the Friday-Monday Leave Act By Rachel Shaw, JD CEO and Principal Shaw HR Consulting While the Family and Medical Leave Act (FMLA) was created for a noble and … Read More
Using Technology to Strengthen Consistency in Absence Management By Geoffrey Simpson Director of Sales & Marketing Presagia A consistent and timely approach is crucial for complying with the Family and … Read More
Top Compliance Challenges for 2019 By Terri L. Rhodes CCMP, CLMS, CPDM, MBA CEO, DMEC Managing the key requirements of ever-expanding state mandates is just one of many leave compliance … Read More
For eight years the Disability Management Employer Coalition (DMEC) and Spring Consulting Group (Spring) have partnered to conduct annual research on employer leave management. Our national survey tracks employer methods … Read More
For eight years, DMEC and Spring Consulting Group have partnered to conduct annual research on employer leave management. With information from over 820 employers, the national survey tracks employer methods … Read More
The Family and Medical Leave Act: Still Confounding Employers By Janet Lee, JD Counsel Cigna By Megan Holstein, JD SVP Absence and Claims Product FINEOS Corporation There’s no denying that … Read More
The U.S. Department of Labor (DOL) tends to be guarded in providing Family and Medical Leave Act (FMLA) guidance that is not already codified.
An employee seeking the protection of FMLA leave must give adequate and timely notice of the need for leave.
Second and Third Opinions: A Key Employer Weapon to Fight Employee FMLA Abuse By Gail I. Cohen, JD Director, Employment Law & Compliance Matrix Absence Management Employers have a right … Read More
Using Technology to Detect, Confront, and Prevent Leave Abuse By David S. Mohl, JD Principal Jackson Lewis P.C. Protections under the Family and Medical Leave Act (FMLA) do not extend … Read More
The App’s the Thing By Gary Anderberg, PhD SVP Claim Analytics Gallagher Basset Every insurance company and third-party administrator (TPA) has a claimant application these days, but what makes an … Read More
FMLA Leave for Chronic Conditions Requires Ongoing Care Employers often assume an employee is receiving medical care and seldom review the frequency of physician visits when granting Family and Medical … Read More
Currently California employees who wish to receive pay during leave for a qualifying exigency would need to use their own accrued vacation or paid time off hours. However, beginning Jan. 1, 2021, an employee can apply for wage replacement benefits from the State of California Paid Family Leave insurance program during such a leave.
When an employee takes medical leave, treatment by a healthcare provider is often assumed, and the frequency of doctor’s visits is rarely scrutinized. The Pennsylvania federal court’s recent decision in Watkins v. Blind and Vision Rehabilitation Services of Pittsburgh alerts us that this is not always a wise approach.