Don’t have one? Good. You can skip today’s post.
As for the rest of you, say a silent prayer to whatever higher power you believe in, email me a thank you, and read on…
It all began last week with a (possible) typographical error in a tweet from our 45th President, “Despite the constant negative press covfefe.”
At first, President Trump’s tweet confused us; “covfefe” even stumped a spelling bee champ while creating a spike in demand for novelty license plates.
But then President Trump doubled down on Twitter, “Who can figure out the true meaning of “covfefe” ??? Enjoy!” Well, his Press Secretary, Sean Spicer, told reporters, “The president and a small group of people know exactly what he meant.”
Folks, you’re in luck! As part of that small group of people, I know exactly what President Trump met. You see, “covfefe” is the solution to all of your HR-compliance problems.
I love my readers.
Like my youngest daughter with a pile of peas, my readers devour HR-compliance wonk and nuance. Continue reading
The Family and Medical Leave Act enables eligible employees to take leave for up to 12 weeks in a 12-month period for their own serious health condition, among other things.
How do you know if an employee is requesting FMLA leave? Do they have to say “F-M-L-A”? Heck no! But, they do have to provide enough information to permit an employer to conclude that the employee needs leave. But, what happens when the employee doesn’t say much? Rather, the biggest change is their workplace demeanor. Could that be enough to put an employer on notice?
Could a change in demeanor be enough to put an employer on notice? And, what if the employee doesn’t recognize that she even has a serious health condition?
Grab your pearls for clutching and read on…
I was wondering how I’d top yesterday’s lesson on how to curse out your boss, his mom, and his entire family on Facebook…and keep your job.
So, how about we do Family and Medical Leave Act and social media in one post! Yasssssssssssss! At this blog, that’s like the HR-compliance version of a dozen chilled oysters topped with a Viagra crumble.
I’ll light your cigarette after the jump. Continue reading
Can you believe this song is five years old? Continue reading
Do employee-leave issues and ACA woes have you feeling like this?
Well, next month, my friends at Kistler Tiffany and I have got your back. We’re presenting two free, live seminars to help you tackle your ACA, ADA, and FMLA issues.
A new bill, introduced last week in this U.S. House of Representatives, would amend the Family and Medical Leave Act to permit parents to take up to 12 weeks of leave to mourn the death of a child. Continue reading
Are you headed to Washington, DC for SHRM’s 2017 Employment Law and Legislative Conference on March 13-15? I’d love to meet up with you.
Well, unless you’re really creepy. Continue reading
You know, it’s one thing to communicate with employees on FMLA to express concern for their well-being or determine whether they plan to return to work as scheduled.
But, when you turn into the FMLA Police, that’s when problems ensue.
The Employer Handbook Blog