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FMLA Challenge

by Kevin Quinn

In our recent blog, we discussed how companies have the tendency to break HR basics regarding the Family and Medical Leave Act (FMLA). Whether you are an employee or an employer, we want you to take the FMLA challenge! This is information is key about FMLA.

trueorfalse

 

 

 

Family and Medical Leave Act (FMLA) CHALLENGE: True or False

With more and more regulations, We want you to take the FMLA challenge!

1. FMLA is a federal law for companies who employ fifty or more employees.
True or False

2. FMLA is an unpaid leave for 10 consecutive weeks.
True or False

3. The employee may return to work without having a doctor’s note releasing them to
go back to work. True or False

4. The employee applying for FMLA must have worked 1,250 hours in the previous year
with the company?
True or False

5. The employee’s position cannot be filled while the employee is on FMLA leave.
True or False

6. The employee on FMLA must return to a position comparable with the same
responsibilities, compensation, benefits and seniority.
True or False

7. If the employee’s position is eliminating while he or she is on FMLA leave, the
company has to prove that they were going to eliminate the position prior to the
employee taking FMLA.

True or False Here’s a good T or F question…

An Employer can Force an Employee on FMLA Leave When the Employee Wants to Continue to Work. True or False

Please see the situation below and let us know what you think! The situation was written by Jeff Nowak on April 17, 2014 Posted in Eligibility, Interference mental healthQ: This week, one of our employees professed her love to one of her co-workers (who is married) and announced to everyone that they had been dating. The problem is — it’s not true. When questioned about it, she continued to insist that she and her colleague had been dating despite clear evidence to the contrary. The employee’s comments left her co-worker a bit shaken. As a result of our observations, we were concerned whether the employee was mentally fit for duty, and we placed her on a leave of absence. However, she insists that she can work and wants to return. In the meantime, she has called the co-worker at work and references their “relationship.” Can we force the employee to remain on leave until she is fit to return to work?

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