In certain circumstances, you may require that an employee submit a medical certification to support the employee’s need for Family and Medical Leave Act (FMLA) leave. The certification will allow you to obtain information related to the FMLA leave request, including the likely periods of absences, and verify that an employee, or the employee’s family member, has a serious health condition. The certification must be completed by the employee and, as appropriate, by a healthcare provider. To facilitate the certification process, consider our targeted action items:
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Have you ever spent time with someone who was so absentminded or distracted that you wondered how they got through life every day? On the other hand, have you ever known someone who was so observant and attentive that they made you feel a little self-conscious? We all have been on both sides of this equation.
In this issue, fraud and abuse enforcement in 2016; where to work if you are a physician; will 403(b) plans follow the litigation experience of 401(k) plans; the cost of preventable errors measured against Leapfrog ratings; and ransomware as a service.
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 a%ected the way that internships are managed by our company — and they may apply to your school, as well.
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:
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.