The Family and Medical Leave Act (FMLA) provides employees with the right to take unpaid leave for family or medical reasons while maintaining their health coverage. To effectively manage FMLA leave and prevent abuse of policy, employers have the option to choose from four different methods to calculate the 12-month period in which the 12 workweeks of leave occur.
There seem to be traumatic, life-altering events happening all around us every other day. Everyday in the news, there’s a new tragedy… and there are even more events that don’t get national attention.
The Federal Reserve, responsible for adjusting interest rates to control inflation, has been closely monitoring the job market, which continues to fluctuate. The number of jobs being added each month is slowing down, although it is still exceeding predictions. The unemployment rate is also up, at 3.6%. However, this number is still just about the lowest unemployment rate the country has ever experienced – that is to say, this is not necessarily any reason to panic.
In the wake of the COVID-19 pandemic, many companies have adopted remote working options, but as a “return to office” looms, balancing the needs of onsite and WFH employees can be challenging. This blog explores how employers can ensure equity by recognizing the different needs of employees depending on where they work. It covers topics such as technology, training, work/life balance, retirement benefits, communication, and employee benefits. The key is to maintain flexibility, offer equal benefits, and clear communication to ensure unity in the company and show appreciation for all employees, regardless of their location.
Employees do have a life outside of work. For many, this includes parenthood! In fact, parenthood doesn’t stop when you go to work.during work hours. So, what’s the solution?