Family Attorney
The Orlando Sentinel, Fla., Jobs column.
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Dec. 1–QUESTION: My daughter, due to soon have a baby, took five weeks of leave this year under the Family & Medical Leave Act for an unrelated medical condition. She recently had to take another two weeks of FMLA leave when her doctor put her on full bed rest. She would like to take at least six weeks of maternity leave after the baby is born. But the company says she is entitled only to five weeks of FMLA leave because of her two previous absences. It seems to us that the pregnancy is a separate issue, and while… Source : accessmylibrary.com |
Related Articles from Attorney for Family
The Orlando Sentinel, Fla., Harry Wessel column
Feb. 28--Question: I am a salaried employee with a large company that handles insurance claims. I recently returned to work from an eight-week leave surrounding the birth of my child. I used a combination of disability leave for the last six weeks of my pregnancy -- for which I had a doctor's note saying I should do no work of any kind -- plus two weeks of unpaid leave under the Family & Medical Leave Act. However, I was required during these eight weeks to keep track of all work-related e-mails and forward... Source : accessmylibrary.com
Chicago Tribune Career Queries Column.
Dec. 15--QUESTION: My company is going backwards: We used to have job sharing, part-time work and flexible hours, but suddenly management is saying we must work 8 a.m. to 5 p.m. and that's it. Some of the people I work with now are in a bind. I'm so upset about what's happening I couldn't sleep a wink last night. Today, most companies work to accommodate good employees, but not mine. I've suggested so many alternatives but get no response. What can I do or say? ANSWER: You are a kind, caring... Source : accessmylibrary.com
Family and medical time off. (Legislative Issues) (Column)
The Family & Medical Leave Act of 1993 is now effective. On Aug. 5, the interim rules became applicable. The law provides that an employer must give an employee up to 12 weeks of unpaid leave for certain types of family and medical situations. These include a serious health situation that makes the employee unable to perform his or her normal work functions. It also may mean caring for the employee's child, husband or wife, or parents, if they have a serious health... Source : accessmylibrary.com
Saint Paul Pioneer Press, Minn., On Balance Column.
WORK FLEXIBILITY: IS IT ONLY FOR A FEW? Are companies fooling themselves about how flexible and family-friendly they are? Some of my readers claim that is the case. Executives laud telecommuting or flex-time policies as signs of real change but don't apply them universally. Employees buy the notion that they work for an "employer of choice" but then face managers who refuse to cooperate with the newfangled culture, which is championed by human resources directors -- and often touted in the press. "It's only been recently... Source : accessmylibrary.com
Chicago Tribune Carol Kleiman Column.
By Carol Kleiman, Chicago Tribune Knight Ridder/Tribune Business News Oct. 8--Have you ever called in sick when the real reason you had to stay home is that you had a seriously sick child or other family member to care for? In other words, have you ever lied in order not to lose pay or use up a paid day off? Too often, I hear from workers who say they are forced to hide their real reason for not showing up at work because they can't afford to tell the truth. But now there are some signs that this dilemma is