Family and Medical Leave Act (FMLA) leave may be taken for an employee’s own serious health condition, for the serious health condition of certain family members, for the birth, adoption or foster placement of a child, for a qualifying exigency (related to family members in the military), and to care for a military servicemember. Employees do not have to specifically use the word “FMLA” when requesting leave, but they must provide sufficient verbal notice to make you aware that they need FMLA-qualifying leave, and the anticipated timing and duration of the leave. For unforeseeable leave, employees only need to provide sufficient information for you to reasonably determine whether the FMLA may apply to the leave request. To facilitate the process of determining whether an individual has a qualifying basis for FMLA leave, consider our targeted action items:
561 - 570 of 1868 items
This Weekly Market Update reviews the top 3 market headlines: fading growth expectations, China props up the yuan and falling retail sales in February and March.
You’re driving down the interstate; you have a bright sunny day, dry road and moderate to light traffic. There’s relaxing music on the radio, you’re actually a little ahead of schedule for a change and everything is right with the world. Suddenly, “from out of nowhere,” this red vehicle whips around you, hits the brakes and heads for the shoulder of the highway. You have to hit the brakes and steer around them to avoid a collision and they have just ruined your peaceful day. Question, is that the first time that or a similar event has ever happened to you? Probably not, and for certain it won’t be the last. That is what we call a NEAR MISS.
Both employers and employees have notice obligations when an employee needs Family and Medical Leave Act (FMLA) leave. Employees must provide notice of their need for FMLA leave, and the employer must provide notice regarding employee eligibility, rights and responsibilities, and the designation of the leave. To facilitate completion of notice requirements, consider our targeted action items.
What major events impacted the markets in Q1? The professionals of Arthur J. Gallagher & Co.'s Institutional Investment & Fiduciary Services practice (Gallagher Fiduciary Advisors, LLC) presented a 50-minute webinar highlighting the capital market changes in the first quarter.
Every employer covered by the Family and Medical Leave Act (FMLA) must provide notice to their employees regarding FMLA. The requirement applies to all employers subject to FMLA even if they do not have employees eligible for FMLA leave. To satisfy this requirement, you must (1) display or post a notice (referred to as a poster); and (2) if you have any FMLA-eligible employees, provide a written General Notice to employees.
Directions newsletter is a monthly publication of the Benefits & HR Consulting operations of Arthur J. Gallagher & Co. The April 2017 issue includes details on a W-2 phishing scam, mental health issues, and a variety of benefits and HR news.
Lyme disease affects everyone differently. Some people get sick in about a week. The first sign may be a rash near the tick bite. Other people may not seem sick until months or years after a tick bite.
Like many organizations, Gallagher employs student interns who are college students working through their summer break. Recent court rulings on the Fair Labor Standards Act (FLSA) and advice from the Department of Labor (DOL), in response to a request from the American Bar Association (ABA), have affected the way that internships are managed by our company — and they may apply to your public sector operations, as well.
The Family and Medical Leave Act (“FMLA”) applies only to covered employers and eligible employees. A covered employer may be a private-sector employer, a public agency or a school. To facilitate the process of determining eligibility, consider our targeted action items.