Mentioning the Family and Medical Leave Act (FMLA) can make even the most seasoned HR manager shiver. Despite 20 years on the books, FMLA remains confusing — even the slightest slip on the part of the employer can have night-marish consequences.
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The Department of Labor (DOL) has already tipped its hand that it’ll do a lot more sniffing around looking for businesses bungling how they report employees’ hours worked (see HR Daily Report, 5/17/12). Now the net has grown wider.
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The Department of Labor’s idea to tinker with how intermittent family leave time is scheduled and logged is a bad move, says the Society for Human Resource Management (SHRM) — since it will strip employers of a powerful tool in discouraging tardy arrivals at work.
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Finally, some good news and help navigating the federal labor information labyrinth: The Department of Labor has improved the look and functionality of its primary site.
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You can save your company a lot of aggravation and money by taking care of business in-house when there’s a problem with wages or overtime computations.
Last year the U.S. Department of Labor issued a six-point federal test to justify bringing unpaid interns into the workplace. And the DOL has warned that it’s taking action against employers that don’t pass.
