Integrated Absence Management: Hybrid Workplace
With ongoing safety concerns driven by COVID-19 and a challenging employment market, it’s essential to figure out how remote and hybrid work affect workplace rules and procedures — especially when you are managing something as complex as employee leave requests.
Absence Matters: When Your Employee is Expecting
Many companies are engaging in interactive dialogues with pregnant employees — whether or not the state requires them to do so. This approach offers multiple benefits as in almost all situations, if employers and employees find solutions that help employees stay at work, everyone wins.
<div Program Showcase: FMLA Leave Administration Tuneup
It is a good practice to evaluate your federal Family and Medical Leave Act administrative choices periodically to make sure they meet your organization’s needs and goals — particularly in light of changes made to state laws and workplace norms during the last two years.
<div Compliance Showcase: Military Leave Trends and Considerations
Even though USERRA has been the law for more than a quarter century, employers and employees still struggle with its nuances. What types of service are covered? How much work can an employee miss due to military service? An early 2021 amendment to USERRA further muddied the waters, as
Program Showcase: How Employers Balance Agility and Compliance
As we’ve learned in the last two years, employers need to be agile and flexible. They must be able to quickly implement new leaves, policies, and benefits to continue operations and remain compliant as they face pandemic-related issues and other developments that lie ahead.
Compliance Showcase: Second and Third Opinions
Leave abuse can damage workplace morale while driving up costs because of lost productivity, overtime pay, or the need to hire replacement workers. Challenging a suspicious certification may rein in an employee playing loose with FMLA leaves and allow you to manage the claim effectively. More broadly, it can
Evolving Challenges of Leave Compliance
Employers are subject to a multitude of annual changes pertaining to absence and statutory disability from legislatures, the U.S. Department of Labor, state labor departments, and other regulatory agencies. Employers can protect themselves by creating a leave compliance action plan and knowing how to respond to the complexities of
Vaccines and the Workplace: Are Employers Inoculated from Liability?
As it currently stands, employers can make their own determinations about requiring vaccinations though they must abide by the general duty clause in the Occupational Safety and Health Act to provide a work environment that is “free from recognized hazards.” And whether they are required to or choose to
The CEO’s Desk: The Essential Role of Education in Compliance
While statistics show improvements from previous years, it is clear we haven’t yet mastered compliance especially when it comes to granting FMLA leave and providing ADA accommodations. There continues to be a need for ongoing training, effective communication, and an evaluation of staff knowledge, skills, and comfort level with
Can Employers be Liable for Vaccine Side Effects — Or for Not Requiring Vaccination?
Some employers are required to enact a mandatory vaccination policy for COVID-19, and others are choosing to do so. In this environment, employers question whether they can be held liable for vaccine side effects if they mandate the vaccine, while lawsuits have also been filed against employers for failing to
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