A Minnesota federal court decision upheld an employer’s termination for excessive absenteeism of an employee with an intermittent leave certification.
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.
DCH Health System Strengthens Compliance and Cuts Costs By Geoff Simpson Director, Presagia DCH Health System has more than 4,700 employees working in three west Alabama locations. Hospitals must be … Read More
By Alyssa Coleman Senior Benefit Analyst, ADT The longer your career as an absence management professional, the more you hear about potential misuse of intermittent Family and Medical Leave Act … Read More
The 2015 DMEC Leadership Series, sponsored by Liberty Mutual for the eleventh consecutive year, explored best practices in managing absence in call centers. Human resources managers, disability managers, health and … Read More
This report provides a summary and an analysis of the 2014 Disability Management Employer Coalition’s biennial survey, which tracks employer strategies, advancements, prevalence, and effectiveness in the area of Behavioral … Read More
Keeping an actively engaged workforce is vital for the success of every business. Many businesses are operating with reduced numbers of employees due to ongoing economic factors, and ensuring they … Read More
By David T. Stoneback, PhD, Assistant VP, Group Disability, MetLife. In the 20 years since the Family and Medical Leave Act (FMLA) was enacted, intermittent leaves have proved an administrative … Read More