There are many, many steps HR pros can take to shield themselves from the upcoming wave of IRS Obamacare audits,…Click to continue
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You already knew the FMLA was a pro-employee, not necessarily pro-business, law. But this case is scary proof of how far some courts are willing to bend over backwards to give employees a shot to win FMLA lawsuits.
Over the course of your career as a benefits manager, there’s a good chance that you’ll eventually run into an employee with a paid disability claim that doesn’t seem to be on the up and up.
There’s no federal or state law that says you have to offer employees paid vacations or paid time off (PTO).
An increasing number of companies with overly stringent attendance policies are finding themselves in legal trouble, and a recent EEOC lawsuit offers some insight on how to avoid it.
An increasing number of companies have outsourced their Family and Medical Leave Act (FMLA) processes to a third-party administrator (TPA). But many of these firms falsely believe that should things go awry, their TPA will take care of it.