That’s right folks. It’s time for another edition of “Fact or Fiction” a/k/a “Quick Answers to Quick Questions” a/k/a QATQQ f/k/a “I don’t feel like writing a long blog post.”
(Indeed, today, I’m so damn lazy, that I’m republishing a post from last year)
One of your employees is currently using FMLA leave. Today, due to the winter storm, you’ve decided to close the office.
You know it’s not that often that you read about a worker who prevails — before trial — on her claim that her former employer interfered with her ability to take leave under the Family and Medical Leave Act.
But, I’ve got one for you after the jump.
Much in the same way that you don’t need to accommodate an employee who shows up drunk on Mike’s Hard Lemonade.
This is the stuff they don’t teach you in your PHR course curriculum, amirite?
More after the jump…
Thank you to my friends at BambooHR for passing this along:
Also, threatening to drag that employee outside and throw him in a ditch. Yeah, that may fracture a law or two. I’m thinking the Family and Medical Leave Act.
Heck, even the Taliban would frown on that.
I got more on this for you after the jump…
Five minutes ago, after taking the obligatory selfies and between games of Candy Crush, one of your employees texted (because, calling in, as if!) from an Ebola quarantine tent to alert you that she will be out of work for 21 days, while under observation for Ebola.
As an employer, what are your obligations? What workplace laws are implicated?
And, of course, because half of you are thinking it, can you just fire her?
Because this post has nothing to do with clicks or SEO — nothing whatsoever — click through for the answers…
Remember, over the Summer, when I blogged about how sending FMLA paperwork to an employee via first class mail is a big mistake.
Why? Because if the employee claims not to have received the paperwork, then you have no proof of delivery, and possible FMLA interference issues if the employee is somehow precluded from taking FMLA leave.
So, I offered three alternatives:
Trial is over!
I’m coming atcha live and direct from the bloggerdome with a sweet defense verdict in my pocket. Yup, yup!
And what do I come back to? A precedential Third Circuit opinion discussing an employee’s right to return to work from FMLA.
I’ll cover that for you after the jump…
Really. It’s a bad idea.
Like my youngest son using chopsticks and a fork at the same time to eat pho.
Ok, not that bad. But, definitely blogworthy.
More on this HR lesson after the jump…
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