Tracking intermittent FMLA time — it’s every HR professional’s favorite thing to do. Do you come up with a total number of hours per employee or just count portions of the workweek? What do you do if ...

In concept, the FMLA is simple. In practice, however, administering FMLA leave, particularly on an intermittent basis can quickly become complicated, and many employers struggle trying to track and ...

Due to the new Family and Medical Leave Act regulations that took effect on Jan. 16, the leave administration process has changed. Human resources professionals now must grapple with the tasks of ...

Editor’s note: The Back to Basics column serves as an accessible way to understand employment law. If you’re new to HR (or just need a little refresher), follow along as the HR Dive team speaks with ...

Family and Medical Leave Act administration is at once a foundational part of HR practice in the U.S. as well as one of its most challenging. The past three years have not made the task any easier, ...

The Family and Medical Leave Act (FMLA) requires employers provide eligible employees up to 12 weeks of unpaid job-protected leave in a rolling 12-month period. To be eligible the employee must ...

An employee will notify their supervisor and Human Resources of the need to request FMLA leave as soon as possible. If the leave is foreseeable, the employee will give at least 30 days’ advance notice ...

Healthcare employers face unique challenges when it comes to absence, leave and disability management due to the need to balance several countervailing interests including running a 24-hour healthcare ...