Employee Leave Management

New and Updated

• Type:

  Legal Timetable

  Colorado Employers Must Provide Employees With Leave Similar to FMLA Leave to Care for Domestic or Civil Union Partner With a Serious Health Condition

• Type:

  Checklists

  Respond to a Workers' Compensation Incident Checklist

  This checklist may be used to navigate a response to a workers' compensation claim. When an employee is injured on the job, the workers' compensation system typically governs how the employee should be compensated and what the employer's obligations and rights are when it comes to responding to workers' compensation claims.

• Type:

  How To

  How to Handle a Workers' Compensation Incident

  This How To details the steps an employer should take to navigate through the workers' compensation scheme from injury to return-to-work in a manner designed to minimize disputes and to maximize productivity.

• Type:

  Legal Timetable

  Maryland Employers Required to Provide Leave of Absence to Eligible Employees with Family Members Leaving for or Returning From Oversees Military Duty

• Type:

  Legal Timetable

  Indiana Private Employers No Longer Required to Provide Attendance or Leave Policies that Exceed Federal or State Requirements

• Type:

  Employment Law Guide

  Other Leaves: Indiana

  In-depth review of the spectrum of Indiana employment law requirements HR must follow in respect to other leaves.

• Type:

  FAQs

  What should an employer do if an employee requests that his or her leave not be counted as Family and Medical Leave Act (FMLA) leave?

• Type:

  FAQs

  May HR or a supervisor be held personally liable for a violation of the Family and Medical Leave Act (FMLA)?

• Type:

  FAQs

  What should an employer do if it discovers an employee is performing job duties while on approved Family and Medical Leave Act (FMLA) leave?

• Type:

  FAQs

  Under what circumstances does an employer have to give a pay increase to an employee who is out on approved Family and Medical Leave Act (FMLA) leave during his or her performance review?