We have an employee who has intermittent FMLA leave for migraines. She’s pregnant and calling off for morning sickness. Can we just chalk her time up as FMLA for migraines?
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We have an employee who has intermittent FMLA leave for migraines. She’s pregnant and calling off for morning sickness. Can we just chalk her time up as FMLA for migraines?
Read MoreAccording to Department of Labor statistics, more than 330,000 women aged 20 or older seem to have disappeared from the labor market since January 2025.
Read MoreA judge has approved a settlement in a long-running case against the Disney Corporation. The case shows how crucial it is to fix pay-equity problems before unequal pay spurs a class-action lawsuit.
Read MoreOnce applicants reach the interview stage, they’ve already proven they meet the company’s minimal qualifications. Requesting a religious accommodation during the interview triggers your obligation to engage in the interactive accommodations process.
Read MoreAfter one year has passed from the child’s birth, what are the rules for pumping breaks?
Read MoreComplaints of age discrimination are reaching new highs. These experiences increase legal risk for employers while weakening workplace morale and productivity.
Read MoreIn addition to a new fee of $100,000 for each visa, the Department of Homeland Security says it is changing the way it allocates those visas via its lottery system.
Read MoreHR professionals frequently encounter situations where “what is legal” and “what is right” do not align. At the 2025 HR Specialist Summit, Suzanne Lucas, the “Evil HR Lady,” tackled this challenge head-on and offered practical tools for navigating through these dilemmas.
Read MoreI have an employee who for two years has obtained an intermittent-leave certification for leave of a continuous period of two weeks. I just ask her doctor for the amount of time she needs off, but I’m fairly certain she is taking this as a vacation based on her social media postings. What else can I require of her doctor?
Read MoreThe EEOC says religious-discrimination cases are a high priority, filing lawsuits on behalf of employees denied accommodations at an increasing clip. To add to the deluge, individual employees are also filing lawsuits, as are organizations organized to defend religious rights in the workplace. It’s a perfect storm for employers who may not have adjusted their standards for turning down religious-accommodation requests.
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