Family Medical Leave Act

While you may have thought that the major party conventions and Olympic Games in Rio would have resulted in a break from significant legislative and regulatory changes, that simply does not seem to be the case.  Recent changes affecting manufacturers include the following:

The U.S. Department of Labor to increase civil penalties for ERISA violations. 

Manufacturers should take note of two recent developments in the human resources world.  One expected.  The other not.

Frequent readers of this blog may recall that in January I predicted the United States Department of Labor (“DOL”) would make good on its goal of updating the “Persuader Rule.”

By way of background, the Persuader Rule

I ended my January 21 “employment law predictions” post by writing, “One thing I can count on as these ‘Years of Change’ continue, [I]  expect something unexpected.”  The EEOC made that prediction come true the same day when it published for comment a wholesale revision of its policy guidance on retaliation claims under federal civil

As virtually every HR professional will tell you, the Family and Medical Leave Act (FMLA) is one of the most confusing and complicated employment laws to administer. While providing job-protected leave for employees with serious health conditions or other qualifying events, it also presents the opportunity for misuse—or blatant abuse—by employees who want to mask