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I understand that the FMLA allows salaries to be reduced for exempt employees who are on intermittent FMLA. However, my question is this: Would I change them to an “hourly basis” during the approved intermittent FMLA event? And if so, would they be eligible for overtime? Or would I just continue to track the FMLA hours and reduce their pay based on the hours they used?
Read MoreA new federal appeals court decision says employees can, indeed, take FMLA leave to care for siblings who have serious health conditions.
Read MoreIt’s a new HR year and we’re here with some important lessons from the top four employment lawsuits of 2024. Don’t repeat these employer mistakes.
Read MoreHow can intermittent leave work in a school setting?
Read MoreWe have an employee who quit, but then came back to work for us a few months later. Does the hours-worked requirement start with her rehire date or does it go back to their original start date?
Read MoreSuppose an employee states she is going to be absent because she is not feeling well due to pregnancy and is going to see her doctor. We as her employer consider the day to be covered by the Pregnant Workers Fairness Act, so there’s no need for a doctor’s note. But if she continues to need time off because she is not feeling well due to pregnancy, at what point have we moved from time off for a normal pregnancy symptom and into leave?
Read MoreEmployees who are eligible for FMLA leave sometimes don’t want to take it because it’s unpaid. However, some have begun asking to take intermittent FMLA leave on a work-from-home basis. Must employers grant such a request? It’s tricky.
Read MoreWe have a key employee who is the general manager for one of our dealerships, the top management position. He is in the hospital with a serious medical condition. He wants to and plans to return to his position when he is well. However, he will probably run out of FMLA leave before that happens.
Read MoreHow would you figure out the appropriate hours to apply for intermittent leave? For example, someone works 50 hours per week with mandatory overtime. Is there a formula to use to figure out that an employee would be able to use 600 hours instead of the 480 standard FMLA hours in a 12-month period?
Read MoreHow does the FMLA work if you have employees who are a couple with a new baby?
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