Franczek Radelet P.C • March 06, 2014
What do you do when one of your employees has informed you of what clearly is an FMLA-triggering event (she needs to care for her dad who is seriously ill in the hospital), but then tells you she doesn't want the absence designated as FMLA leave?
Constangy, Brooks & Smith, LLP • February 28, 2014
It has been a long time since we talked about the Family and Medical Leave Act, but a couple of interesting and noteworthy decisions came out this week from Way Out West.
Franczek Radelet P.C • February 19, 2014
Let me share a story about UPS, although in the end, this story has nothing to do with UPS.
Franczek Radelet P.C • February 13, 2014
Calling all FMLA nerds! You'll want to read this.
Franczek Radelet P.C • February 12, 2014
Let's put our heads together on this one. You see, it appears as though far too many employees have bought into the notion that their employer is always responsible for the cost of obtaining medical certification to support an FMLA-related absence. Case in point: just last week, a client called me for help after one of her employees simply refused to return medical certification because she didn't want to foot the $50 bill quoted by her physician for completing the certification form. She firmly believed her employer should pick up the tab.
Littler Mendelson, P.C. • February 07, 2014
Rep. Carolyn Maloney (D-NY) has reintroduced a bill that would extend leave protections under the Family and Medical Leave Act (FMLA) to employers with more than 25 employees, a lower threshold than the current 50 or more employee requirement. The Family and Medical Leave Enhancement Act of 2014 (H.R. 3999) would also permit covered employees to avail themselves of up to 24 hours per year of unpaid Parental Involvement and Family Wellness leave to attend parent-teacher conferences or take their children, grandchildren or other family members to regular medical or dental appointments. The measure would require employees to provide at least seven days' notice “or as much notice as is practicable” before taking such parental involvement and family wellness leave.
Ogletree Deakins • February 07, 2014
On January 28, 2014, the Seventh Circuit Court of Appeals agreed with a district court and found that an employee’s trip to Las Vegas with her terminally-ill mother qualified as leave under the Family and Medical Leave Act (FMLA). See Ballard v. Chicago Park District, No. 10-C-1740, January 28, 2014.
ManpowerGroup • February 04, 2014
Attendees at last week’s webinar identified FMLA as their #1 problem area.
Littler Mendelson, P.C. • February 03, 2014
The Seventh Circuit recently decided that a former employee's travel with her terminally ill mother to Las Vegas could be considered protected "family care" leave under the Family and Medical Leave Act (FMLA). In Ballard v. Chicago Park District, the Seventh Circuit affirmed the district court's denial of the Chicago Park District's (CPD) motion for summary judgment, reasoning that the FMLA does not limit the provision of protected family care to a particular geographic location. The former employee and her mother did not travel to Las Vegas to receive any medical treatment, but were instead fulfilling the mother's end-of-life wish to take a family trip to Las Vegas. On this issue, the Seventh Circuit admittedly split from the First and Ninth Circuits to hold that the FMLA does not require an employee's active participation in his or her family member's medical treatment to qualify for FMLA.
Franczek Radelet P.C • January 31, 2014
I just returned from Disney World, a trip that had me chasing my kids (ages 8, 6 and 4) for days on end. So, I'm tired. And I ache. My feet ache. My back aches from my four year old riding on my shoulders. My head aches from thinking about my back. Even my aches have aches.