Category Archives: FMLA
CALLING ALL UNION FMLA SPECIALISTS A number of unions have one person designated to help members who encounter problems getting their Family Medical Leave Act (FMLA) rights respected. Those representatives need all the help they can get to deal with … Continue reading
DOES FMLA COVER ABORTION AND TRAVEL TO GET AN ABORTION? We want to pass along a very thoughtful piece from the folks at FMLA INSIGHTS that attempts to answer that. Click here for a link.
CALLING ALL FMLA MAVENS In an ideal world, each union local has a steward or officer who is the employees’ expert/ specialist/whiz/maven in FMLA matters, i.e., someone who knows more than the ten most common things about the law and … Continue reading
UNION REP TEST #21- (FMLA, DISABILITIES, AND LIGHT DUTY) An employee, Jessie Crutch, had a long-time reasonable accommodation of being allowed to rest his hip for a few minutes every few hours while working as a warehouse custodian. As the … Continue reading
FMLA OFTEN REQUIRES PERFORMANCE STANDARD ADJUSTMENTS Often an employer must adjust an employee’s performance standards once it approves the employee’s FMLA leave request. Not long ago a Federal Circuit Court spelled it out for LR practitioners on both sides of … Continue reading
CAN AGENCIES REQUIRE EMPLOYEES TO VACCINATE? This is going to be a hotly contested issue. While we at Fedsmill do not have anything to say about it right now, we thought you might like to see what the folks at … Continue reading
A BACK-TO-SCHOOL GUIDE TO FFCRA CHILD CARE LEAVE Thought we would pass along a Q&A guide from fellow bloggers at FMLA Insights. Although aimed at employers, it explains well employee rights that unions can enforce when schools are not fully … Continue reading
YOUR BOSS WANTS YOU BACK IN THE OFFICE — AN EMPLOYMENT LAW EXPERT EXPLAINS YOUR RIGHTS We are passing along an article from MarketWatch that has ideas to help employees who do not want to be ordered back into the … Continue reading
PARENT ATTENDANCE AT SCHOOL IEP COVERED BY FMLA While OPM is not bound to follow what the Department of Labor says about how to administer the FMLA, it almost always does. So, now that DOL has said private sector employees … Continue reading