Leave Management in 5
Leave Management in 5

Survey Reveals Employer Trends Regarding Leave Management

Topic: Leave Management

The landscape of employer leave management continues to undergo change and is increasingly complex. However, results of the fifth annual DMEC Employer Leave Management Survey show that employers of all sizes are mastering compliance and other challenges posed by new leave laws and reinterpretations of regulations.

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Leave Management in 5

Ask the Expert: Military Service and Intermittent Leave

Leave Management

Is an employer required to allow for intermittent time off due to military service? Can an employer require employees to provide proof of the need for intermittent time off?

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Leave Management in 5

Determining FMLA Eligibility: Requirements for Family Memberís Serious Health Condition

Topic: FMLA Policy/Compliance

This article series highlights the requirements for determining Family and Medical Leave Act (FMLA) eligibility. The last installment focused on caring for adult children. Employees who are eligible for FMLA leave who want to take leave to care for a child 18 years of age or older must satisfy five requirements to qualify for FMLA leave. Here we'll look at each of these requirements separately.

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Leave Management in 5

Unexcused Absences Still a Valid Reason for Termination

Topic: Leave Policy/Management

By John S. Gannon, JD, Skoler, Abbott & Presser, P.C

As employment litigation becomes more and more prevalent, employers are left wondering whether it's ever safe to fire employees who violate company policy. Courts and administrative agencies have ruled against employers that have fired employees for improprieties such as shouting obscenities in the workplace or vehemently criticizing their manager on social media.

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Leave Management in 5

Was Nurse Immunized from Discipline by Taking FMLA?

Topic: Leave Policy/Compliance

By David M. Stevens, Whiteford, Taylor & Preston

Employers frequently experience heartburn when employees who have recently taken leave protected by the Family and Medical Leave Act (FMLA) engage in conduct that warrants discipline or even termination. You are rightly concerned about the possibility that an employee in that situation may allege retaliation if you take action based on the misconduct.

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BLR® is the leading provider of employment, safety, and environmental compliance solutions. BLR has been an acknowledged authority in covering state as well as federal law for over three decades, and employers know that they can count on BLR's industry-leading compliance and training solutions to keep them out of legal trouble, avoid fines, and save money. BLR offers solutions for business owners, executives, employees, and managers of HR, compensation, safety, environmental, or training for all-sized organizations and industries. Simply put, anyone worried about how their local state agency or national DOL, OSHA, and EPA legal requirements impact their organization can benefit from BLR. For more information, please visit www.BLR.com or call 800-727-5257.