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Intermittent FMLA in Connecticut

Thursday, November 19th, 2009
Posted by Tamara
Employees in Connecticut and throughout the rest of the U.S. are entitled to take unpaid, job-protected leave for a serious health condition by the hour, if they wish, and need not schedule the time off in advance.

The practice is called “unscheduled, intermittent FMLA leave.” It is ... continue reading

Georgia FMLA and Termination

Monday, August 24th, 2009
Posted by Tamara
In Georgia and elsewhere, if an employee does not return to work after exhausting his or her FMLA leave, the employer has the right to terminate that worker.

FMLA is the federal Family and Medical Leave Act of 1993. It provides eligible employees up to 12 weeks ... continue reading

Federal FMLA and Termination

Tuesday, August 11th, 2009
Posted by Tamara
Prior to 1993, an employee could be terminated for missing a couple of weeks from work, even if the worker had suffered a heart attack, or was caring for a seriously ill child.  

After 1993, that changed. The federal Family and Medical Leave Act was established ... continue reading

Ohio FMLA and Termination

Wednesday, August 5th, 2009
Posted by Tamara
The federal Family and Medical Leave Act of 1993 or FMLA   provides eligible employees up to 12 weeks of unpaid, job-protected leave for serious medical conditions, such as a heart attack or cancer. Other types of health problems are covered under FMLA, including pregnancy disability.   

... continue reading

Alabama Job Security Under FMLA

Thursday, May 14th, 2009
Posted by Tamara
Some confusion exists concerning the worker’s job while he or she is on FMLA leave. Employers and employees often think the law requires the company to “hold a job open” while the worker is absent.

The term “hold a job open” is the cause of the confusion. ... continue reading

Nevada Job Security Under FMLA

Thursday, April 30th, 2009
Posted by Tamara
Nevada employers are sometimes confused by the job protection clause of FMLA (Family and Medical Leave Act). Often, companies understand job protection to mean that they have to “hold a job open” for an employee on FMLA.

This is a common misconception with both employers and employees, ... continue reading

Idaho Job Security Under FMLA

Thursday, April 23rd, 2009
Posted by Tamara
Idaho employers and employees often think that when a worker is on FMLA leave, the company is required to “hold a job open” while the worker is absent.

This assumption is incorrect. The FMLA (Family Medical and Leave Act) applies to what happens when an employee returns ... continue reading

Pennsylvania Job Security Under FMLA

Thursday, April 16th, 2009
Posted by Tamara
Pennsylvania employees have wondered if federal or state law requires their employer to “hold a job open” for an employee on FMLA.

Pennsylvania employers often ask the same questions. The answer is yes, but it does not mean that the company has to leave that position vacant ... continue reading

Nebraska Hostile Work Environment and Disability

Thursday, March 26th, 2009
Posted by Tamara
Recently an employee was awarded $166,500 in a discrimination suit. The worker had a hearing impairment, and was subjected to taunts like “You got your ears on?” and “CAN YOU HEAR ME NOW?”. This created a hostile work environment for the employee and she filed a complaint. Unfortunately, she ... continue reading

Intermittent FMLA in Oregon

Wednesday, January 7th, 2009
Posted by Tamara
Whether an Oregon employee needs to take 12 weeks off at a stretch or takes an hour or two at a time, he or she is entitled to job protection.

The law regulating leave is the Family and Medical Leave Act of 1993, or the FMLA. If ... continue reading

Iowa FMLA and Termination

Monday, January 5th, 2009
Posted by Tamara
With a few exceptions, employees who go beyond their allotted 12-week leave time under the Family and Medical Leave Act of 1993, or FMLA, should not expect to have their jobs waiting for them when they return to work.

It applies in Iowa as well as in ... continue reading

Mississippi FMLA and Termination

Sunday, January 4th, 2009
Posted by Tamara
The Family and Medical Leave Act of 1993, or FMLA, is a relatively generous plan to allow workers facing serious illnesses or other situations to take time off.

Employees should understand, however, that there are limits to the FMLA. The law allows as much as 12 weeks ... continue reading

Nebraska FMLA and Termination

Wednesday, December 31st, 2008
Posted by Tamara
Unless there is a union contract in place, In Nebraska and elsewhere workers who take more than 12 weeks of unpaid FMLA leave in a year are at risk. After the 12 weeks of leave are exhausted, an employer is under no legal obligation to return an employee to ... continue reading

Wisconsin STD and Termination

Friday, December 12th, 2008
Posted by Tamara
Workers in Wisconsin are concerned about the length of short term disability leave and job security while on leave. For example, if a worker has taken 9 weeks of disability leave, can he or she go on disability again? Can that same worker be terminated for taking so much ... continue reading

Paid Time Off and FMLA in Missouri

Tuesday, December 9th, 2008
Posted by Tamara

California employees are allowed to take up to one year of leave for disability. Rhode Island, Hawaii, New Jersey and New York have similar laws, though not so generous. All other states must use FMLA leave for extended time from work.

FMLA (Family and Medical Leave Act) leave is ... continue reading

Light Duty in Florida

Monday, December 1st, 2008
Posted by Tamara
Light duty positions are assigned as available. Florida employers are not bound by Florida law or by federal law to provide a light duty position if a job isn’t available. In fact, neither federal nor Florida laws address light duty at all. Several cases have been tried in the ... continue reading

Intermittent FMLA in Virginia

Sunday, November 23rd, 2008
Posted by Tamara
In 2007, the U. S. Department of Labor stated that unscheduled, intermittent FMLA leave was a major concern for companies in Virginia and across the country.

FMLA (Family and Medical Leave Act of 1993) permits eligible employees to take up to 12 weeks of job-protected, unpaid leave ... continue reading

Vermont Job Security Under FMLA

Tuesday, November 11th, 2008
Posted by Tamara
When employees are out on FMLA leave (Family and Medical Leave Act), do the employers have to “hold their jobs open”?

This question is asked by both employees and employers. Employers mistakenly assume that when a worker is on FMLA, the company must leave that slot vacant, ... continue reading

West Virginia Short Term Disability

Thursday, October 23rd, 2008
Posted by Tamara
Short term disability benefits are mandated by state law in California, Hawaii, New Jersey, New York and Rhode Island. New York, New Jersey and Hawaii offer benefits for 26 weeks. Rhode Island’s benefits last up to 30 weeks, and California provides benefits for 52 weeks.

All of ... continue reading

Montana Sick Pay

Wednesday, September 3rd, 2008
Posted by Tamara
Employers are not required to pay their workers for sick time in Montana or anywhere else in the nation. Montana law does not require it, nor does federal law.

Offering paid sick time is completely the choice of each employer. The only exception applies to those companies ... continue reading

Indiana FMLA and Termination

Monday, September 1st, 2008
Posted by Tamara
In Indiana and all of the other states in the U. S., employees are allowed by the federal FMLA (Family and Medical Leave Act of 1993) to take up to 12 weeks of leave for a variety of reasons. Included in those reasons are serious health problems for the ... continue reading

Texas FMLA and Termination

Thursday, August 28th, 2008
Posted by Tamara
Employees in Texas and across the country must return to work after using all their FMLA leave. If they are unable to do so, the employer may terminate them. This option applies to both union and non-union employers.

FMLA (Family and Medical Leave Act of 1993) allows ... continue reading

Maryland FMLA and Termination

Monday, August 25th, 2008
Posted by Tamara
When an employee has a serious medical condition, that worker is entitled to up to 12 weeks of unpaid, job-protected leave. This leave for Maryland employees, and for all employees in the United States, is provided by the federal FMLA (Family and Medical Leave Act of 1993). The worker ... continue reading

Connecticut FMLA and Termination

Tuesday, August 19th, 2008
Posted by Tamara
When a Connecticut employee or any employee in the U. S. has a serious medical condition, or needs to care for an ill child, parent or spouse, they are entitled to unpaid, job-protected leave under the federal FMLA (Family and Medical Leave Act of 1993). When the FMLA leave ... continue reading

Delaware FMLA and Termination

Sunday, August 17th, 2008
Posted by Tamara
Employees in Delaware and across the United States who are covered by FMLA (Family and Medical Leave Act of 1993) are allowed to take up to 12 weeks of leave for family and medical conditions. This leave is unpaid and job-protected, which means the employee is guaranteed a job ... continue reading

Intermittent FMLA in Missouri

Thursday, August 14th, 2008
Posted by Tamara
In February 2008, new FMLA (Family and Medical Leave Act of 1993) regulations were released. The new regulations were a response to a much debated topic regarding intermittent FMLA leave.

When FMLA was enacted, its purpose was to provide eligible employees 12 weeks of unpaid, job-protected leave ... continue reading

Intermittent FMLA in Wisconsin

Saturday, August 9th, 2008
Posted by Tamara
The FMLA (Family and Medical Leave Act) of 1993 provides employees with up to 12 weeks of unpaid, job-protected leave per year for a variety of reasons. Included in those reasons are serious health problems for the employee, and childbirth.

In addition, FMLA allowed eligible employees to ... continue reading

Returning to Work After FMLA in New Mexico

Wednesday, August 6th, 2008
Posted by Tamara
Here’s an interesting HR problem from New Mexico. A full-time employee returns to work after 10 weeks of FMLA. Her supervisor says that he has hired someone new, and can only give the returning employee half of her normal hours. The HR department says that he has to give ... continue reading

Intermittent FMLA in Maryland

Saturday, August 2nd, 2008
Posted by Tamara
When an Maryland employee has a serious health condition, or is expecting a baby, or incurs a variety of other scenarios, that worker may be eligible to take up to 12 weeks of leave.

The leave is job-protected and unpaid, and provides the employee up to 480 ... continue reading

Indiana FMLA

Saturday, June 21st, 2008
Posted by Tamara
Under regulations of the federal Family and Medical Leave Act, in Indiana, if an employee takes FMLA leave he or she is guaranteed job protection upon returning to work.   The employee can take up to 12 weeks of unpaid leave with the assurance that when he or she ... continue reading