HR Solutions: Law protects family care-givers for injured military
Springfield Business Journal - Springfield,MO,USA
The rationale behind the amendment to FMLA is the enormous amount of documentation proving that soldiers injured in battle are surviving in record numbers. …

Exception to FMLA’s substance abuse rules
Indianapolis Star - United States
Absences covered by the FMLA, however, do not accumulate under the policy. Chalimoniuk had been battling alcohol addiction for some time. …

FMLA while sick at work - 6 weeks to go
By Duranie
FMLA does not mean you cannot lose your job for any reason. It means you cannot lose your job for the reason you took FMLA. It does mean you can still be laid off. If you want to consult with an employment attorney you can do that. …
TheLaw.com - Free legal advice… - http://www.thelaw.com/forums


FMLA re:bed rest
I worked through Feb. 8th 2008, started bed rest on Feb 11th 2008, 5 weeks prior to my due date of 3-15.Baby was taken early 3-6 via normal delive… (Replies: 1)
LawGuru Knowledge Base - http://www.lawguru.com/cgi/bbs/mesg.cgi?cl=All,All

Requirement that Health Care Provider Submit Medical Certification …
By carlcbosland
April 29, 2008), the court found that the employer did not interfere with the employee’s FMLA rights by requiring that the completed medical certification form be faxed or mailed by the health care provider directly to the employer, …
The FMLA Blog - http://federalfmla.typepad.com/fmla_blog/

EdLabor This Week: Votes on FMLA & Teen Residential Programs
By welcome to school + collage + university edu2100(welcome to school + collage + university edu2100)
As a result, a full-time schedule for a flight attendant or pilot is almost always less than the 1250 hours needed to qualify as a full-time employee under FMLA. On average, a flight attendant is scheduled for 960 hours a year. …
welcome to education2100@gmail ++++ - http://education2100-usa.blogspot.com/

Terminating Employee For Unilaterally Extending Maternity Leave …
By admin
Kamco Industries, Inc the Northern District of Ohio held that an employer did not violate the FMLA when it terminated an employee that failed to return to work as scheduled after the expiration of her maternity leave. …

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