As an employer, how do I know if my business is under the 500-employee threshold and therefore must provide paid sick leave or expanded family and medical leave? Read More As an employer, how do I know if my business is under the 500-employee threshold and therefore must provide paid sick leave or expanded family and medical leave?
What is the effective date of the Families First Coronavirus Response Act (FFCRA), which includes the Emergency Paid Sick Leave Act and the Emergency Family and Medical Leave Expansion Act? Read More What is the effective date of the Families First Coronavirus Response Act (FFCRA), which includes the Emergency Paid Sick Leave Act and the Emergency Family and Medical Leave Expansion Act?
Our policy for FMLA indicates that if they take FMLA they must use PTO if they have it available. However, If someone is having surgery or is out for a reason specified under FMLA, but the employee prefers to take PTO for the time and not FMLA is that allowable? Read More Our policy for FMLA indicates that if they take FMLA they must use PTO if they have it available. However, If someone is having surgery or is out for a reason specified under FMLA, but the employee prefers to take PTO for the time and not FMLA is that allowable?
Hello, I have a question regarding the 1250 hour requirement for FMLA leave. Does the time my employee takes off for vacation, sick leave or PTO count toward the 1,250 hours? Read More Hello, I have a question regarding the 1250 hour requirement for FMLA leave. Does the time my employee takes off for vacation, sick leave or PTO count toward the 1,250 hours?
Can I continue to use FMLA for leave due to my chronic serious health condition? Read More Can I continue to use FMLA for leave due to my chronic serious health condition?
Hello, when can an eligible employee use FMLA leave? Read More Hello, when can an eligible employee use FMLA leave?
Can my employee’s FMLA leave be counted against them for their bonus? Read More Can my employee’s FMLA leave be counted against them for their bonus?
Employee is scheduled to work 9.5 hours a day Monday – Friday. he is on Intermittent FMLA and calls off do I charge him for 9.5 hours for that day towards his FMLA? Also, if he’s scheduled for 47.5 hours a week do I add the 7.5 hours overtime each week to his balance even if he only worked 1 hour overtime in a week? Read More Employee is scheduled to work 9.5 hours a day Monday – Friday. he is on Intermittent FMLA and calls off do I charge him for 9.5 hours for that day towards his FMLA? Also, if he’s scheduled for 47.5 hours a week do I add the 7.5 hours overtime each week to his balance even if he only worked 1 hour overtime in a week?
