Coronavirus (COVID-19) News and Resources
Coronavirus (COVID-19) Webcasts
Subscribe to Free Daily Newsletters
Post a Job

Featured Jobs

Defined Contribution Account Manager
Nova 401(k) Associates logo
Nova 401(k) Associates
(Houston TX / Dallas TX / Scottsdale AZ / Telecommute)
Retirement Plan Processor
T Bank NA logo
T Bank NA
(Dallas TX)

Free Daily News and Jobs

“BenefitsLink continues to be the most valuable resource we have at the firm.”

-- An attorney subscriber

Get the BenefitsLink app LinkedIn

<< Previous news item   |   Next news item >>

Ten Valuable Tips for FMLA, ADA Compliance
HR Daily Advisor Link to more items from this source
May 4, 2014
"Do know that an employer may question a single health care provider's opinion on whether an employee is fit for duty only after the employee has returned to work.... Do remember that employee rights under FMLA are not absolute.... Do recognize that FMLA protects the right to leave for the physical and/or psychological care of a family member with a serious health condition.... Do not forget that an employee is entitled to job reinstatement upon return from FMLA leave even if he or she has been replaced or his or her position has been restructured to accommodate the absence.... Do not force FMLA leave on an unwilling employee.... Do not institute a company policy that requires a doctor's note for each intermittent absence."

Please click here to report this link if it is broken (for example, if you see a "404 File Not Found" error message after you click on the link above).
An important word about authorship: BenefitsLink® is providing a hypertext link to the item shown above, but is not the author of the item (unless otherwise specified).
© 2020, Inc.