Family and Medical Leave Act (FMLA) military caregiver leave allows an eligible employee who is the spouse, son, daughter, parent or next of kin of a covered servicemember, or a veteran with a serious injury or illness, to take up to a total of 26 workweeks of unpaid leave during a “single 12-month period” to provide care for the servicemember or veteran. The law allows military caregiver leave for up to 26 weeks in a year (that is 26 weeks total, not 26 weeks plus 12 weeks of FMLA leave for other reasons). To facilitate the process of determining whether an individual has a qualifying basis for military caregiver leave, consider our targeted action items:
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Although there is no consensus on the age at which workers are considered “older workers,” the aging workforce phenomenon is real. These demographic shifts have made the issue of healthier workers, especially those of advanced age, much more pressing.
For the past several months we have attempted to examine the issue of holding others accountable for their performance. We began by dismissing accountability as simply “punishment” but rather defined it as involving first the identification of either failure or success, followed by an examination of the underlying reasons for the failure/success and then the determination of the appropriate consequences to help sustain the success or eliminate the failure in the future.
An employee returning from Family and Medical Act Leave (FMLA) leave cannot be required to requalify for any benefits that the employee had before leave began. Moreover, the employee’s benefits must be resumed in the same manner and at the same level as when the leave began, subject to any changes in benefit levels affecting the entire workforce (e.g., open enrollment changes). For example, if an employee had medical coverage for herself and her family prior to taking leave, she must immediately resume employee plus family coverage upon her return from leave, even if she dropped coverage during leave. To facilitate reinstatement of benefits, consider our targeted action items:
Wellness programs come in all shapes and sizes. HIPAA rules as modified by PPACA and new guidance issued under ADA and GINA substantially impact the design of wellness programs. Our recorded webinar reviews the current major federal requirements.
During any Family and Medical Act Leave (FMLA) leave, you must maintain an employee’s coverage under any group health plan on the same basis as coverage would have been provided if the employee had been actively at work. An employee’s entitlement to benefits other than group health benefits during FMLA leave (e.g., holiday pay) is determined by your established policy for providing those benefits when the employee is on other forms of leave (paid or unpaid, as appropriate). To facilitate continuation of group health benefits, consider our action items:
This Weekly Market Update reviews the top 3 market headlines: target inflation, OPEC production cuts and wage growth.
What are leveraged loans? And could your organization’s investment portfolio benefit from including them in the mix? This white paper provides the background you need to understand leveraged loans so you can ask your investment advisor the right questions.
In many instances, employees request Family and Medical Leave Act (FMLA) leave in blocks of time covering days or weeks, but FMLA leave may also be taken “intermittently” or on a “reduced leave schedule.” Intermittent leave is FMLA leave taken in separate blocks of time for a single illness or injury. FMLA leave based upon a reduced leave schedule reduces an employee’s usual number of working hours per workweek, or hours per workday. Regardless of the increment in which leave is taken, it is important for employers and employees to understand how FMLA leave may be scheduled. To facilitate scheduling and taking FMLA leave, consider our targeted action items:
Presentation Slides from the Claims Practice webinar: Supply Chain Brain that took place on April 20, 2017.