Podcasts about family medical leave act fmla

Comment on the Show by Sending Mark a Text Message.Ready to test your employment law knowledge and uncover critical distinctions in the workplace? Join Mark for a pop quiz to test your knowledge. We promise you'll gain valuable insights into the differences between employees and independent contractors, understand the key protected classes under federal anti-discrimination laws, and grasp the essentials of the Fair Labor Standards Act (FLSA). From the nuances of at-will employment to the requirements of the Family Medical Leave Act (FMLA), we cover it all to ensure you're well-versed in these crucial topics.But that's not all. This episode goes further by dissecting the complexities of workplace discrimination and harassment. By distinguishing between disparate treatment and disparate impact, we offer practical advice on handling harassment and discrimination. Learn the importance of internal reporting and the pivotal role of the Equal Employment Opportunity Commission (EEOC). We also stress the need for proactive measures from employers, including training and establishing robust reporting procedures. To wrap things up, we tackle the frustration with ineffective solutions and advocate for stronger actions like filing complaints and public shaming to create a safer work environment. Tune in and stay vigilant! If you enjoyed this episode of the Employee Survival Guide please like us on Facebook, Twitter and LinkedIn. We would really appreciate if you could leave a review of this podcast on your favorite podcast player such as Apple Podcasts. Leaving a review will inform other listeners you found the content on this podcast is important in the area of employment law in the United States. For more information, please contact our employment attorneys at Carey & Associates, P.C. at 203-255-4150, www.capclaw.com.Disclaimer: For educational use only, not intended to be legal advice.

HeHe is joined by a Labor & Employment Lawyer and CEO of Centurion Trial Attorney to discuss maternity leave laws in the United States. Ryan shares what rights pregnant people have, when to share the big news with your boss & what's the minimum lawful amount of time off you're entitled to when you have a baby? We also cover what to do if you experience retaliation and how to protect your job while you are on maternity leave.    In this episode, we're diving into the following questions: How am I supposed to leave work?  How early do I tell them?  When am I supposed to tell them?  What legal rights do I have?  What if they say I don't get paid?  How am I supposed to make this work financially?  What do I do about the insurance?   Take a listen to learn all about the Family Medical Leave Act ( FMLA ), what questions your employer can and can't ask you, your rights in the workplace as a pregnant person, your rights in the workplace as a pumping mom, and more!  Guest Bio: Ryan is a former firefighter who spent four years battling California's wildfires.    Ryan is recognized as a leading voice in the field of Labor & Employment law. He has gained a massive following on TikTok as @AttorneyRyan aka "The Labor Lawyer." Through his videos, Ryan empowers employees and small businesses by educating them about the law and worker's rights.   Ryan is a recognized thought-leader in the field of criminal procedure and civil trial practice. He has authored multiple books on the subjects of law, civil trial procedure, and wealth-creating strategies. In his spare time, Ryan also writes crime fiction for adults and educational fiction for children. Ryan graduated Magna Cum Laude from California Western School of Law in San Diego, California.    Instagram: Connect with Ryan on IG Ryan's Website   Connect with HeHe on IG   BIRTH EDUCATION: Join The Birth Lounge here for judgment-free childbirth education that prepares you for an informed birth and how to confidently navigate hospital policy to have a trauma-free labor experience!   Download The Birth Lounge App for birth & postpartum prep delivered straight to your phone!   LINKS MENTIONED: https://edd.ca.gov/paidfamilyleave https://www.eeoc.gov/ https://www.dol.gov/ https://www.dol.gov/general/topic/disability/jobaccommodations https://www.centuriontrialattorneys.com/lawyer-exposes-classic-hr-trap-that-destroys-harassment-cases https://www.centuriontrialattorneys.com/ryan-stygar-helps-pregnant-women-protect-themselves-from-discrimination   YOUTUBE LINKS: Connect with HeHe on YouTube

Discover all of the podcasts in our network, search for specific episodes, get the Optimal Living Daily workbook, and learn more at: OLDPodcast.com. Episode 2618: Amy Beardsley offers vital guidance for new and expectant parents on managing finances in the face of a growing family. Her article outlines pragmatic steps to ensure financial stability, including understanding your current financial situation, preparing for baby-related expenses, planning for medical costs, considering maternity leave options, establishing an emergency fund, securing life insurance, and creating an estate plan. These tips aim to ease the transition into parenthood, ensuring focus remains on the joy of family growth rather than financial stress. Read along with the original article(s) here: https://smartmoneymamas.com/prepare-for-new-baby/ Quotes to ponder: "When growing your family, the more solid your financial plan, the easier it will be to transition to this new way of life." Episode references: Family Medical Leave Act (FMLA): [https://www.dol.gov/agencies/whd/fmla] Term Life Insurance Information: [https://www.investopedia.com/terms/t/termlife.asp] Learn more about your ad choices. Visit megaphone.fm/adchoices

Discover all of the podcasts in our network, search for specific episodes, get the Optimal Living Daily workbook, and learn more at: OLDPodcast.com. Episode 2618: Amy Beardsley offers vital guidance for new and expectant parents on managing finances in the face of a growing family. Her article outlines pragmatic steps to ensure financial stability, including understanding your current financial situation, preparing for baby-related expenses, planning for medical costs, considering maternity leave options, establishing an emergency fund, securing life insurance, and creating an estate plan. These tips aim to ease the transition into parenthood, ensuring focus remains on the joy of family growth rather than financial stress. Read along with the original article(s) here: https://smartmoneymamas.com/prepare-for-new-baby/ Quotes to ponder: "When growing your family, the more solid your financial plan, the easier it will be to transition to this new way of life." Episode references: Family Medical Leave Act (FMLA): [https://www.dol.gov/agencies/whd/fmla] Term Life Insurance Information: [https://www.investopedia.com/terms/t/termlife.asp] Learn more about your ad choices. Visit megaphone.fm/adchoices

Discover all of the podcasts in our network, search for specific episodes, get the Optimal Living Daily workbook, and learn more at: OLDPodcast.com. Episode 2618: Amy Beardsley offers vital guidance for new and expectant parents on managing finances in the face of a growing family. Her article outlines pragmatic steps to ensure financial stability, including understanding your current financial situation, preparing for baby-related expenses, planning for medical costs, considering maternity leave options, establishing an emergency fund, securing life insurance, and creating an estate plan. These tips aim to ease the transition into parenthood, ensuring focus remains on the joy of family growth rather than financial stress. Read along with the original article(s) here: https://smartmoneymamas.com/prepare-for-new-baby/ Quotes to ponder: "When growing your family, the more solid your financial plan, the easier it will be to transition to this new way of life." Episode references: Family Medical Leave Act (FMLA): [https://www.dol.gov/agencies/whd/fmla] Term Life Insurance Information: [https://www.investopedia.com/terms/t/termlife.asp] Learn more about your ad choices. Visit megaphone.fm/adchoices

This is the second of three episodes focused on the Family Medical Leave Act (FMLA). In this episode we review the general facts and foundation of FMLA. How well do you know the core details of FMLA?

The Family Medical Leave Act (FMLA) continues to present difficult compliance issues for employers.  In this episode, four FMLA traps that may ensnare unwary employers are discussed, including:1.  FMLA Coverage Trap(s);2.  The Termination Upon Return From Leave Trap;3. The Indefinite Intermittent Leave Trap; and4.  The Futile Leave Request Trap.Listen in and find out how your business can avoid these traps.Documents referenced in this episode:DOL Opinion Letter (FMLA2023-1-A)Milman v. Fieger & Fieger P.C.Comments or questions: Contact Mark Chumley at mchumley@kmklaw.com or visit www.kmklaw.comMusic :Jamming with Leon by texasradiofish (c) copyright 2020 Licensed under a Creative Commons Attribution Noncommercial  (3.0) license. http://dig.ccmixter.org/files/texasradiofish/61983 Ft: Scomber

In this episode we talk with Julie Hamilton, founder of Coaching PI. With years in HR and suffering from a chronic illness herself, Julie founded Coaching PI to help employees and train managers and leaders on how to support employees with chronic illness in the workplace. We discuss the Family Medical Leave Act (FMLA), the Americans with Disabilities Act (ADA) and resources for employers on how to work through an accommodation request for a chronic illness.Check out Coaching PI ---> www.coachingpi.comConnect with Julie on Linkedin ---> https://www.linkedin.com/in/julie-hamilton-20582769/Check out Julie and Coaching PI on Facebook ---> https://www.facebook.com/coachingpiBuy Julie's Book - Chronic Illness at Work: How Managers Can Support Employees with Chronic Illness ---> https://www.amazon.com/Chronic-Illness-Work-Managers-Employees/dp/B0BFV45N36#:~:text=crafted%20retention%20plan-,Chronic%20Illness%20at%20Work%3A%20How%20Managers%20Can%20Support%20Employees%20with,set%20them%20up%20for%20success.Check out the Job Accommodation Network ---> ASKJANConnect with us:Email the podcast.Join us on Instagram - we appreciate your support!Dana Dowdell - Boss Consulting - @adashofboss - @hrfanatic

In this episode of “Take It or Leave It,” co-hosts Josh Seidman and Meg Toth are joined by special guest and FMLA-expert, Ellen McLaughlin to celebrate the 30th anniversary of the Family Medical Leave Act (FMLA). The discussion examines the continuing impact of the FMLA and its nuances that employers are still grappling with. Highlights of the episode include how the law benefits employees and employers, the biggest issues resulting from the law – including the rise of social media – and some compliance tips for employers. Tune in for an in-depth discussion of the law that everyone's still talking about 30 years later.

Description: FMLA is a hot topic for every organization. Amy Weyker, MRA HR Advisor, is here as your FMLA expert to make sure you know the regulations, proper notification, and frequently asked questions related to Family Medical Leave Act (FMLA). Key Takeaways: Federal FMLA provides certain employees with up to 12 weeks of unpaid, job-protected leave per year. FMLA applies to all public agencies, all public and private elementary and secondary schools, and companies with 50 or more employees. Employees are eligible for leave if they have worked for their employer at least 12 months, at least 1,250 hours over the past 12 months, and work at a location where the company employs 50 or more employees within 75 miles. Resources: MRA's 24/7 HR Hotline  FMLA Toolkit  FMLA Made Simple - Training  Supervisor and the Law - Training  Let's Connect: Guest Bio - Amy Weyker  Guest LinkedIn Bio - Amy Weyker  Host Bio - Sophie Boler  Host LinkedIn Profile - Sophie Boler 

Tawny and Lisa talk about advocating for your mental health in the workplace. While programslike those under the Family Medical Leave Act (FMLA) and other sabbaticals may be available,red tape and stigma can keep us from taking the time we need. They also discuss the need foremployers to recognize that a “sick day” can apply to physical health or mental health. The brainis an organ in the body and needs to be taken care of just like any other organ. Use your sick days, y'all!Music Minute features The Beatles and Jojo.This episode is sponsored by the sober entrepreneurs at Sour Humanoid vinegar! Add a splash of these artisanal vinegars to your dinner to brighten up the flavor of your protein and veggies. Order a bottle (or two!) today at sourhumanoid.com and follow them at @sourhumanoid.

In this episode of the Employee Survival Guide, Mark answers questions from listeners regarding the Family Medical Leave Act (FMLA).  Mark will provide a factual example based on an employee's real life circumstance and he will interpret the potential play by play about what can happen in the case.  These are short fact examples intended to help you familiarize yourself with various aspects of the FMLA so you can spot the issue that may be happening to and how to deal with it.  This is the stuff your employer really does not want you to know about and more.  If you enjoyed this episode of the Employee Survival Guide please like us on Facebook, Twitter and LinkedIn. We would really appreciate if you could leave a review of this podcast on your favorite podcast player such as Apple Podcasts. Leaving a review will inform other listeners you found the content on this podcast is important. For more information, please contact Carey & Associates, P.C. at 203-255-4150, www.capclaw.com.

Ronda Thorington is a Licensed Professional Counselor with over 20 years of experience providing mental health treatment to children, families, and adults in various roles and settings. She began her career providing case management services to families impacted by HIV/AIDS in Baltimore, Maryland. After returning to her home state of Connecticut she spent several years working as a clinical therapist in a residential treatment facility for youth and then expanded her role to include that of clinical director of the facility's crisis stabilization program. She currently runs a private practice in northern Connecticut which specializes in the treatment of children and families. Her passion is working with families impacted by life-changing medical diagnoses. Her most important and fulfilling role is that of a wife and a mom to three beautiful children (now all teenagers) that provide her with endless laughs, a few gray hairs, and with whom life is never dull. Listen to this insightful Whinypaluza episode with Ronda Thorington about how families can cope with and manage life with a child who has a life-altering medical condition, ad learn to live a new normal with meaning and joy. Here is what to expect on this week's show: The difference between therapy and coaching. Life-changing medical diagnoses create challenges that have few avenues for support in the coaching realm. Parents need help getting out of crisis mode and into living. Medical diagnoses can absolutely disrupt your life as a family. Finding a way to work around it and find your new normal requires some creativity and support. For those who have newly diagnosed children, remember to take a breath, absorb the knowledge of what is happening and THEN create a plan forward. Give yourself permission to feel whatever emotions you feel. How to become an advocate for your child, so they have all the options and solutions that they are entitled to. Advocacy means taking charge, understanding your child's rights, and what your child needs, medically. Don't be afraid to push and to speak up. The parent is the most valuable expert in their child's treatment. Having this awareness will add confidence in your ability to advocate for your child. If you are feeling intimidated or unprepared, bring an advocate along with you to help. Approach the school as a partnership, rather than in an adversarial way. Let them know how you can work together and what they can do to have an impact. Research your support connections and get involved. Ask your specialists about support groups. Feeling overwhelmed and unbuoyed is normal. Coaching can help focus you. How parents can work with employers to accommodate their new family needs and time allocation. Don't be afraid to utilize Family Medical Leave Act (FMLA). Even if it is for hours at a time. Children who have a life-altering medical condition can feel very isolated in their experience. How can you help them to cope and to normalize their reality. It is very normal for a child to feel angry at their illness. How to help kids live their lives in their new normal. How do they navigate their social interactions? How do they navigate activities and school?   Links Mentioned: Register for Ronda's Workshop, Your Child Has a Life-Changing Medical Condition… Now What? on November 17th, 2022: https://www.eventbrite.com/e/your-child-was-diagnosed-with-a-life-changing-medical-conditionnow-what-tickets-441934486947?aff=ebdsoporgprofile Connect with Ronda: Website https://www.rtparentcoach.com/ Instagram https://www.instagram.com/rtparentcoach/ Facebook https://www.facebook.com/rtparentcoach Follow Rebecca Greene Blog  https://www.whinypaluza.com/ Book  https://bit.ly/WhinypaluzaBook Facebook  https://www.facebook.com/whinypaluzaparenting Instagram https://www.instagram.com/becgreene5/ @becgreene5 TikTok https://www.tiktok.com/@whinypaluzamom?lang=en @whinypaluzamom Learn more about your ad choices. Visit megaphone.fm/adchoices

If you're struggling right now with working with fibromyalgia or other chronic illnesses, there is hope. Whether you're an employer or an employee, today's interview will be fabulous for you. Tami is thrilled to share this interview with Certified Fibromyalgia Coach® Julie Hamilton about her new book, Chronic Illness at Work. One of the most important things about this book is that it not only helps those of us with chronic illnesses but shows companies that it's in their best interest to support their employees. In this episode, Tami and Julie talk about Julie's fibromyalgia diagnosis, becoming a Certified Fibromyalgia Coach®, the inspiration behind Chronic Illness at Work, how supporting good employees benefits everyone involved, Julie's favorite parts of writing her book, what it's like writing a book with fibromyalgia, the deep emotions that came up when the book was published, how Chronic Illness at Work helps HR professionals and employers to support staff with chronic illnesses, why people working with chronic illnesses can also benefit from Chronic Illness at Work, the importance of ergonomics, exploring options for job accommodations, key facts on the Family Medical Leave Act (FMLA) and Job Accommodations Network, how Julie works with employees and employers, Julie's passion for helping other people with chronic illnesses, how you can get a free copy of Chronic Illness at Work, success stories from Julie's clients, benefits of working with a Certified Fibromyalgia Coach®, and more.   Note: This episode is not meant to be medical advice. Every person and every situation is unique. The information you learn in this episode should be shared and discussed with your own healthcare providers. To learn more about the resources mentioned in this episode, visit the show notes. For daily doses of hope, inspiration, and practical advice, join Tami on Facebook or Instagram. Need a good book to read? Download Tami's books for free. Ready to take back control of your life and health? Schedule a complimentary consultation with a Certified Fibromyalgia Coach®.

In this episode, Anastasia shares the breadth of research she compiled on maternity leave policy in the United States. What is the Family Medical Leave Act (FMLA)? How does family leave policy differ in the U.S. from other countries? What are the benefits of maternity leave? What should you look for in a parental leave policy? Is it generally paid or unpaid, how long is it, and is it flexible when it can be taken? When should you look into maternity leave policies offered by employers? If you have questions or comments, you can email us at askcreatingwealth@taberasset.com.

Is the employer required to hold my job if I'm injured on the job? Hello. My name is Ty Wilson. I'm a Georgia Workers compensation attorney. And our question for today is, “Is my employer required to hold my job if I'm entered? And the short answer is No. There are some programs that can come into place that can help protect you, but it's not every employer that has to fall under them. And so what I'm talking about is, there is something called the Family Medical Leave Act (FMLA ). And what is that? Well, that's a federal program but doesn't qualify that all employers are under FMLA. And so I believe the current threshold is there must be 50 or more employees for the employer to fall under the FMLA requirements. So there's less than 50 employees. The employer does not have to give you FMLA time. And something that's important with the FMLA is it's not a guarantee of any benefits other than protecting your job for up to twelve weeks. And if you've used part of your FMLA, this is twelve weeks over the course of the year. And so that's some things that you need to know about and be prepared for. If you're injured and you're going to need to be out of work for an extended period of time, FMLA  may be something you want to think about in order to keep your job available. But after those twelve weeks, if you fall under the FMLA umbrella, they do not have to keep your job open and can terminate it. If you do not fall under the FMLA or Family Medical Leave Act umbrella, they do not have to keep your job. They can terminate you. They choose to terminate you, though, and you're on light duty or you're out of work completely. The Workers Compensation Insurance company should be issuing you something called income benefits. We'll do another video on covering income benefits and how much and how often and so forth. But the long and short of it is if you are taken out of work completely or you're on light duty and your employer cannot accommodate your life duty restrictions and your employer terminates you. Well, they should be issuing you income benefits, If however, you are full duty, the employer is not required to pay you any income benefits, or the insurance company is not required to pay you any insurance income benefits, and the employer is not required to keep you employed. You could have what is called a medical only where you're only receiving medical care. And if you're full duty, that employer can terminate you and it will continue to be a medical only claim. And so we hope that this information has been helpful. And we'll see you on the next video. 

Christopher A. Szpryngel is an associate faculty professor in the Malcolm Baldrige School of Business at Post University and an adjunct professor at The University of Bridgeport. Chris is completing his PhD in Human & Organizational Systems at Fielding Graduate University and his dissertation is titled Dementia in the Workplace: Employee experience after diagnosis.   “Everyone's dementia is different, everyone experiences dementia differently, and you never really know what can happen. If you think about it from a safety perspective, you want to protect not only the employee but also the employees working with that employee who has dementia,” Chris says   Age is considered the most significant risk factor for dementia, and those most at risk are ages 65 and over. As the workforce ages, it is expected that the number of employees who experience cognitive impairment will increase in the coming years.   “I don't think employers and organizations have been educated about dementia,” Chris notes. "I don't think they're even thinking about employees with dementia. I don't see evidence of any policies procedures and protocols for employees with dementia.”   Available resources for those suffering from dementia in the U.S. can be found via your employer-provided health benefits website, Employee Assistance Programs (EAP), Family Medical Leave Act (FMLA), or directly from organizations such as the Social Security Administration, Alzheimer's Association, and many other dementia-related support groups.   Don't forget to subscribe, download, and review to share your thoughts about the show!   To find out more about Bobbi and Mike or the inspiration behind this podcast, Rodger That, head over to rodgerthat.show.   Rodger That is produced by Missing Link—a podcast media company that is dedicated to connecting people to intelligent, engaging and informative content.   Also in the Missing Link line-up of podcasts, is The Designated Drinker Show —a high-spirited show featuring craft cocktails and lively banter with the people who create (and quaff) them.   Now, if you are looking for a whole new way to enjoy the theatre, check out Between Acts—an immersive audio theatre podcast experience. Each episode takes you on a spellbinding journey through the works of newfound playwrights—from dramas to comedies and everything in between.

As the rollout of the two current FDA-approved vaccines for COVID-19 takes place, many employers may be looking toward reopening offices for vaccinated employees. Can an employer require employees to be vaccinated as a requirement to return to the office? Jackson Walker attorneys Sarah Mitchell Montgomery and Sara Harris discuss this issue. Traditionally, U.S. courts have upheld vaccination requirements for work in the past, but as with all things COVID-related, this issue is novel. The Equal Employment Opportunity Commission (EEOC) recently issued guidance approving employers to require vaccinations, but there were key exceptions based on the American's with Disabilities Act (ADA), and Title VII of the Civil Rights Act of 1964. There are also other employee protections under the Family Medical Leave Act (FMLA) and exemptions for employees based on a sincerely held religious belief, practice, or observance. In addition to the immediate rules, regulations, laws, and exemptions, there may be long-term risks for future tort actions based on the overall safety of these vaccines due to the current vaccines being approved under the Emergency Use Authorization. So there are many issues for employers to consider as they look to reopen workplaces and bring vaccinated and unvaccinated employees back. For additional JW Fast Take podcasts and webinars, visit JW.com/Fast. Follow Jackson Walker LLP on LinkedIn, Twitter, Facebook, and Instagram. The music is by Eve Searls. This podcast is made available by Jackson Walker for informational purposes only, does not constitute legal advice, and is not a substitute for legal advice from qualified counsel. Your use of this podcast does not create an attorney-client relationship between you and Jackson Walker. The facts and results of each case will vary, and no particular result can be guaranteed.

When sharing the good news with your boss and coworkers, discrimination might be the last thing on your mind.  The truth is many women experience unfair treatment - or even got fired - after revealing the news of their pregnancy.  If you’re pregnant and working, as a start, know your legal rights.  In this episode, we discuss:  00:29 - The legal rights of a pregnant woman within the workplace 01:33 - How to handle pregnancy discrimination in the workplace 03:57 - Are you entitled to maternity leave? 06:01 - What you should do when you found out you’re pregnant 11:33 - Examples of pregnancy discrimination  Resources Mentioned:  Pregnancy Discrimination Act of 1978 - https://www.eeoc.gov/statutes/pregnancy-discrimination-act-1978 Family Medical Leave Act (FMLA) - https://www.dol.gov/general/topic/benefits-leave/fmla New York City Human Rights Law - https://www1.nyc.gov/site/cchr/law/pregnancy-legal-guidance.page New York State Human Rights Law - https://www.ny.gov/working-while-pregnant-know-your-rights/pregnancy-rights-employees-workplace Young v. United Parcel Service, Inc. - https://www.oyez.org/cases/2014/12-1226 Connect with Nisar Law Group:  Need help? Call 212-600-9534 for a free case evaluation.  Facebook: https://www.facebook.com/nisarlawpc/ Instagram: https://www.instagram.com/nisarlaw/ Twitter: https://twitter.com/nisarlaw Youtube: https://www.youtube.com/user/mahirnisar

In this pilot episode, we talked about the pressing issues you will expectedly encounter as you get back to work, trying to adapt to the new normal.  Despite the known health risks, life continues, and you have to deal with restrictions, safety precautions, and policies on top of everything else. At the end of this episode, you will be armed with the knowledge and confidence to deal with the different workplace issues related to this pandemic. What You Will Discover In This Episode: Your options as a parent or someone who cares for a family member with an underlying health condition How to request for a work accommodation as a COVID-19 survivor The steps you need to take to protect your health as a person with co-morbidities How to deal with a hostile work environment as a worker with an Asian background What to do when you see a violation and how to protect yourself What You Will Learn From This Episode: 01:09 - Options for parents with kids when returning to work  04:00 - Options for employees living with family members with underlying health conditions (high-risk family members)  07:36 - How do high-risk workers (with underlying conditions) deal with reporting back to work in the middle of a pandemic? 12:33 - How do workers with Asian backgrounds deal with the workplace and protect their rights?  16:02 - What workplace rights do employees have when reporting a violation of the law? (New York Labor Law 740)  19:21 - Reporting workplace safety violations and how to protect yourself  Resources Mentioned:  Family Medical Leave Act (FMLA) - https://www.dol.gov/agencies/whd/fmla  Families First Coronavirus Response Act: Employee Paid Leave Rights - https://www.dol.gov/agencies/whd/pandemic/ffcra-employee-paid-leave Americans with Disability Act - https://www.dol.gov/general/topic/disability/ada HIPAA - https://www.cdc.gov/phlp/publications/topic/hipaa.html Non-Retaliation Policy - https://www.eeoc.gov/retaliation New York Labor Law 740 - https://nyassembly.gov/leg/?default_fld=&bn=A5696&term=2013&Memo=Y Office of Safety Health Administration (OSHA) - https://www.osha.gov/ Connect with Nisar Law Group: Need help? Call 212-600-9534 for a free case evaluation.  Facebook: https://www.facebook.com/nisarlawpc/ Instagram: https://www.instagram.com/nisarlaw/ Twitter: https://twitter.com/nisarlaw Youtube: https://www.youtube.com/user/mahirnisar

With many areas beginning to reopen after being shut down due to COVID-19, many people are wondering how they can return to work safely — particularly when they carry a high-risk of developing severe complications from COVID-19. The good news is that protecting your health while returning to work falls under the Americans with Disabilities Act. It is your right to ask for "reasonable accommodations" to help you stay safe and healthy. Listen in as Tami talks with Julie Hamilton about new laws that have been passed to help employees dealing with COVID-related absences, how special work accommodations can help you stay safe, how to have these important conversations with your employers and more. Key Points The Families First Coronavirus Response Act (FFCRA) has been put into place to help employees who have to be off work for COVID-19-related reasons. Many of us with fibromyalgia have weakened immune systems, so we need to limit our interactions with others and take precautions. When it comes to job accommodations, we can be creative. We can think outside the box on how to keep you safe. Technology companies are very forward thinking in coming up with some of the job accommodation solutions for us. When you go back to work, there's high stress, fearfulness, and anxiety returning to work during COVID… Brush up on your coping mechanisms so that you can release that stress. With all the changes in life during COVID, you may need to learn some new fibromyalgia coping skills. You may need new tools for your fibro toolbox. Know what your company's policies are… and get a hold of your job description. That will give us an idea whether it’s really mandatory for you to work in the office or not.    About Julie Hamilton Julie Hamilton is a Certified Fibromyalgia Coach, Life Coach and Youth Life Coach. She has over 20 years experience as a Human Resources Director and Manager, with the last nine years in healthcare. In her role as an HR Director and Manager, she educated her coworkers, particularly nursing professionals, on the treatment and management of living with fibromyalgia. Julie has worked with the Family Medical Leave Act (FMLA) since its inception in 1993, knows the requirements, and can effectively advise individuals on the necessities when working with their employer when they have a chronic disease. Julie’s specialty is helping young professionals who are frustrated with their health to excel in their career and regain their active social lives. Links & Resources FibromyalgiaPodcast.com is the digital companion to this audio magazine, where you can find all of the links and resources mentioned in this episode, along with full show notes, submit your questions for Tami Stackelhouse, and schedule a free consultation with a Fibromyalgia Coach. Get free copies of Tami’s books at FibromyalgiaPodcast.com/books

Schools across the country are announcing their reopening plans. For some, this means students will physically return to the classroom; for others, it means online classes or a hybrid operation. For working parents, what the schools decide may determine whether they need to take leave from work if their children remain at home. Jackson Walker Labor & Employment attorney Judy Garner walks through some of the issues that both employers and employees are facing right now regarding employee leave eligibility made available through the Families First Coronavirus Response Act (FFCRA) or the Family Medical Leave Act (FMLA). Employers should understand how they are affected by the FFCRA when it comes to their employee's benefits for emergency paid sick leave, and expanded family and medical leave. Different states have different requirements, and employers should know how these rules across different jurisdictions come into play and adjust their employee policies accordingly. For additional JW Fast Take podcasts and webinars, visit JW.com/Fast. Follow Jackson Walker LLP on LinkedIn, Twitter, Facebook, and Instagram. The music is by Eve Searls. This podcast is made available by Jackson Walker for informational purposes only, does not constitute legal advice, and is not a substitute for legal advice from qualified counsel. Your use of this podcast does not create an attorney-client relationship between you and Jackson Walker. The facts and results of each case will vary, and no particular result can be guaranteed.

In this episode of The Workplace podcast, CalChamber Executive Vice President and General Counsel Erika Frank, and employment law expert Jennifer Shaw discuss the responsibilities small employers have under the Emergency Family Medical Leave Expansion Act (EFMLA), and how the new leave differs from the regular Family Medical Leave Act (FMLA).

Alan Crone’s personal role model is St. Ignatius of Loyola, founder of the Jesuits, who taught that, because God can be found in our everyday work, all work is important. That’s why he listens so carefully to his clients and takes their concerns to heart. Founder of the Crone Law Firm, he is their Team Leader. Whether he’s helping achieve a business dream or seeking compensation for someone who’s been treated unfairly, he draws from a deep well of compassion and experience. He’s a master at devising winning strategies and innovative tactics. Sometimes the only thing to do is file a lawsuit and fight it out in court. And other times it’s better to negotiate a settlement. Either way, Alan knows how to get the best outcome. A fifth-generation native of Memphis, Tennessee, he is a voracious reader and semi-avid golfer. The art of political negotiation has always fascinated him. He has been active in local and state politics for more than 22 years. He is the former head of the Shelby County Republican Party and currently serves as Special Counsel to the Mayor of Memphis. He is also the very proud father of three children and is devoted to his wife Allison. What you’ll learn about in this episode: What law firms and other business owners with fewer than 50 employees need to know when it comes to the paid leave provided by the federal government in the CARES Act How the Family Medical Leave Act (FMLA) has been amended to include leave for employees who are caring for a minor child due to their school being closed for coronavirus How employers who are paying leave under the FMLA amendment get a tax credit, and why employees who can work remotely from home are exempted under this form of leave How emergency paid sick leave has been created under the Fair Labor Standards Act to cover employees subject to a federal, state or local quarantine or isolation order What significant differences exist between furloughing an employee and laying them off, and how each impacts an employer Why the biggest problem Alan sees in law firms is a lack of objectivity when it comes to hiring and firing, especially at smaller firms Why professional staff like paralegals and secretaries are generally not exempt from overtime, and why clearly communicating your expectations to your team is critical How well-documented disciplinary actions such as write-ups can help legally protect your firm after termination, and why an employee handbook is a valuable tool Why it is important to regularly review job descriptions and have a clear understanding of what your employees do every day Why Alan strongly recommends you consider applying for the forgivable Paycheck Protection Loan Resources: Website: https://cronelawfirmplc.com/blog/team/alan-g-crone/ Telephone: (901) 737-7740 Email: acrone@cronelawfirmplc.com LinkedIn: www.linkedin.com/in/alancronememphislawyer/ Facebook: www.facebook.com/thecronelawfirm/ Additional Resources: PILMMA’s Super Summit 2020: https://www.pilmma.org/pilmma-super-summit-2020/ PILMMA’s free Coronavirus Survival Kit: www.pilmma.org/free-resources/ Strategic Attorney Coach: https://www.pilmma.org/strategic-attorney-coach/ PILMMA Join Page: www.pilmma.org/marketing-lawyers-law-firm-management/

This podcast provides an overview of basic precautions employers can take in responding to COVID-19 (coronavirus), as well as duties employers have under various federal employment laws when responding to the virus. In this Legal Insights Podcast, Marlene Williams and Michael Woodson discuss: tips on basic precautions employers can implement at their work sites to prevent the potential spread of the coronavirus available resources employers can use when making decisions that could affect their workforce employers’ duties under Occupational Safety and Health Act (OSHA), Family Medical Leave Act (FMLA), Americans with Disabilities Act (ADA), Fair Labor Standards Act (FLSA) and National Labor Relations Act (NLRA) when responding to the coronavirus Discover more of the latest legal news and topics discussed by subscribing to the Eversheds Sutherland Legal Insights Podcast Channel.

I had the wonderful opportunity to interview Adam Morell, the National Director of ADA Compliance with Sedgwick on “Navigating the Interactive Process: Focusing on the needs of the employee while balancing the business needs of the organization.” Appeals courts universally stress the importance of the interactive dialogue, and a recent 5th circuit sums it up nicely, saying that employers and employees must have "flexible, interactive discussions" about employees' accommodation requests. Here is a transcript of key highlights: • 2020 is the 30-year anniversary of its passage. • 2019: There were more cases filed pertaining to disability than any other protected class of Title VII protections. • 2008: 20% cases filed were disability-related. • 2020: 33% cases filed were disability-related (a 13% increase in 12 years or about 1% per year). The 2008 ADA Amendments put a stop to the quibbling over what medical conditions are protected under the law and redirected employers to focus on what’s really important…making accommodations. On the other hand, the Family Medical Leave Act (FMLA) is 27 years old. As a society, we understand FMLA better than the ADA because the metrics to FMLA are defined making it easier to manage, i.e. must work at least 1 year or 1250 hours to earn 12 weeks of protected leave. The ADA is less defined, requiring employer discretion for each employee situation. Leave under the ADA doesn’t kick in until after FMLA runs out. WHEN TO START THE PROCESS: Employers should connect with their employees about 10 weeks into any FMLA leave to start the interactive process. To get started, send an employer-employee friendly letter that the FMLA leave is running out. Let the process start using existing FMLA medical documentation. For employers, engaging early represents an excellent opportunity to educate employees about the process, something most are totally unfamiliar with. 1) Ensure that the medical documentation is specific and clear. You have a right under the ADA to seek clarity. “Seek first to understand” (Stephen Covey). 2) Partner with the employee. Balance the needs of the employee and the employer. 3) Document all efforts. 4) Never lose sight of the backbone of the interactive process – to engage. Accommodate where you can in the work environment because it makes good business sense. The courts made it very clear in several decisions that they want employers and employees to agree on accommodations. The ADA is a challenge because it’s a “swamp of imprecise language” and each employee situation must be evaluated on a case-by-case basis. And, ADA presents a bigger litigation risk as twice as many ADA cases are filed than FMLA. The “Leave of Absence” litigation represents murky waters. 100% healed policies are adverse to the philosophy of the ADA. Paying people to stay at home is not what the ADA supports. A major course case called TROUTMAN v. TIME WARNER addressed the issue around employee engagement. An employee requested an accommodation to leave work early but refused to engage in the interactive process to explore options. Her attendance then became a performance issue, no longer protected under the ADA, and her position was not supported by the court. Key Takeaways: #1 Engage in a dialogue that is geared towards a partnership. Not required to grant the accommodation an employee wants when/if alternatives exist that work. Are REQUIRED to engage in the interactive process. #2 Be flexible. #3 Document, document, document! Upcoming webinar on April 9, 2020 - “To Outsource or To Not? That is the question. Listeners and readers are able to attend free using Promo Code: 20Sedgwick1. Register at http://dmec.org/conferences-and-events/calendar-of-events/.

Top FMLA mistakes: Misunderstanding eligibility Ellen McCann, a national expert on leave management joins us to give an overview to the Family Medical Leave Act (FMLA). She unpacks the most common eligibility errors that employers make while administering the FMLA – and why correctly determining eligibility is such a crucial first step. Top takeaways:Be sure to take all required factors into account when determining whether an employee is eligible for FMLA leave. It's your crucial first step in FMLA compliance. [01:39]Once an employer is covered for one year, they're covered for two years. Check your math: Did you have at least 50 employees on your payroll for at least 20 weeks this year or last year? [04:03]The only employees you don't count are expats and independent contractors. You do need to count temps. [05:20]Remember there are different standards for covered employers and covered employees. You may have no covered employees, but as an employer you may still have obligations. [06:34]You don't have to count leaves of absence in your hours worked, apart from instances of military leave. However, be careful to count hours worked by temp workers. [10:05]To understand more about employee eligibility and the risks of improperly deeming eligibility, listen to next week's show, “Deeming when you shouldn't.” About the speaker:Ellen McCannAssistant Vice President, Legal Counsel, Unum's Employment Law GroupEllen McCann is an acclaimed national speaker on leave management issues including FMLA and ADA. She is also a certified trainer for SHRM and CE credit. As Assistant Vice President, Legal Counsel for Unum's Employment Law Group, Ellen advises Human Resources on all employment-related legal issues. She also provides daily legal support to Unum's Absence Management Center, which provides leave administration services to its customers. Presently, Unum's leave administration product includes administration of over 200 state leave laws in addition to FMLA and covers over 2.2 million lives. Resources: Download our FMLA Handbook here.What state laws apply to your business? Get the facts.Get in touch: hrtrends@unum.com(207) 200-6685

www.GoodMorningGwinnett.com The Lawrenceville City Council recently voted to approve a Shared Leave Policy that will give employees the opportunity to donate earned sick and/or Paid Time Off (PTO) to employees that have used all their available leave.The Shared Leave Policy follows Family Medical Leave Act (FMLA) guidelines and creates a leave bank from donations of leave. Since the leave has already been earned by the donating employees, it is not creating additional leave or cost to the city.All full-time employees who have been employed by the city for at least 12 months and worked at least 1,250 hours over the past 12 months are eligible for the program. SOURCE: www.AJC.com #ShopLocal, #ShopSmall, #SmallBusinessSaturday

Being diagnosed with inflammatory bowel disease (IBD) at any time or at any age is challenging. However, the pre-biologic era was especially difficult because of the lack of treatment options and the absence of some of the legal protections that are in place today. Danielle O’Connor tells her story of being diagnosed with ulcerative colitis at a young age and how she managed her career as a special education teacher through many hospitalizations and surgeries. Concepts discussed in this episode: Family Medical Leave Act (FMLA): https://www.verywellfamily.com/understanding-family-medical-leave-act-4628330 Affordable Care Act (ACA): https://www.verywellhealth.com/affordable-care-act-what-you-should-know-1738904 Rectovaginal Fistula: https://www.verywellhealth.com/rectovaginal-fistula-overview-4587356 J-Pouch Surgery: https://www.verywellhealth.com/what-you-need-to-know-about-j-pouch-surgery-1942967 Find Danielle O'Connor at: Instagram: https://www.instagram.com/d_mvoc Twitter: https://twitter.com/Youcantmakethi4 Find Amber J Tresca of About IBD at: Verywell: https://www.verywell.com/ibd-crohns-colitis-4014703 Blog: https://aboutibd.com/ Facebook: https://www.facebook.com/aboutIBD/ Twitter: https://twitter.com/aboutIBD Pinterest: https://www.pinterest.com/aboutibd/ Instagram: https://www.instagram.com/about_IBD/ Credits: Additional sound engineering courtesy Mac Cooney, https://www.facebook.com/michaelandrewcooney "About IBD with Amber Tresca" ©Cooney Studio http://cooneystudio.com/

Are you struggling to keep up with the demands of your work due to your fibromyalgia? There is a big difference between not being able to do your job and needing a little help to accomplish certain tasks. In this episode, Julie Hamilton discusses how to ask for special accommodations at work, before things get so bad that you're faced with disciplinary action or even termination. Before you think about filing for disability, consider how small changes can make a big impact on your performance and job satisfaction.   Key Points What are special work accommodations? When to talk to your boss about special work accommodations, what you should say, and what you should NEVER say. Just because you ask for it, isn't a guarantee. HOW to have a conversation with your boss that will increase your ability to work together and accomplish your mutual goals. How you can avoid disciplinary action, a poor performance evaluation, or termination, even if your fibromyalgia flares are holding you back. You CAN keep your job, advance your career, and feel good while doing it.   About Julie Hamilton Julie is a Certified Fibromyalgia Coach, Life Coach and Youth Life Coach. She has over 20 years experience as a Human Resources Director and Manager, with the last nine years in healthcare. In her role as an HR Director and Manager, she educated her coworkers, particularly nursing professionals, on the treatment and management of living with fibromyalgia.  Julie has worked with the Family Medical Leave Act (FMLA) since its inception in 1993, knows the requirements, and can effectively advise individuals on the necessities when working with their employer when they have a chronic disease. Julie’s specialty is helping young professionals who are frustrated with their health to excel in their career and regain their active social lives.    Links & Resources FibromyalgiaPodcast.com is the digital companion to this audio magazine, where you can find full show notes, links to the studies referenced in this episode, submit your questions for Tami Stackelhouse, and schedule a free consultation with a Fibromyalgia Coach. Get a free copy of Tami’s book, Take Back Your Life: Find Hope and Freedom From Fibromyalgia Symptoms and Pain at FibromyalgiaPodcast.com/books. Get the HR tool kit you can print out or email to your HR department to educate them on fibromyalgia. Email Julie directly at JHamilton@CoachingPI.com for a copy. Julie also has an assessment tool to help you understand whether or not you need to request special work accommodations, if you need to use the FMLA (Family Medical Leave Act), or if you need to file for disability. You can get that assessment on Julie's website: CoachingPI.com.

Do you worry that your job could be in jeopardy due to your struggle with fibromyalgia? Did you know that the Family Medical Leave Act can protect your job while you take time away to heal? Julie Hamilton is an expert on FMLA and has used it with her clients and in her own healing journey with fibromyalgia. She joins us today to detail exactly what the FMLA requires in order for you to take advantage of it, and to describe what situations the Act may cover on your own healing journey as a valuable employee.   Key Points "I used to be a good employee until fibromyalgia came along." There may still be ways for you to be that employee again, through using things like the Family Medical Leave Act (FMLA) to take some time off, to heal, and to feel better. Healing can be a full-time job in itself! The FMLA can cover your time away from work, and it also guarantees your job after your return to work. You do not have to be a full-time employee in order to use the FMLA. The Family Medical Leave Act also protects your confidentiality. There are a lot of rules and guidelines, both for the employee and the employer, in order for you to use the FMLA. Julie can help you understand these requirements. It is CRITICAL that you know how to navigate the rules and guidelines, otherwise your FMLA claim may be denied and your wages unrecoverable.   About Julie Hamilton Julie is a Certified Fibromyalgia Coach, Life Coach and Youth Life Coach. She has over 20 years experience as a Human Resources Director and Manager, with the last nine years in healthcare. In her role as an HR Director and Manager, she educated her coworkers, particularly nursing professionals, on the treatment and management of living with fibromyalgia.  Julie has worked with the Family Medical Leave Act (FMLA) since its inception in 1993, knows the requirements, and can effectively advise individuals on the necessities when working with their employer when they have a chronic disease. Julie’s specialty is helping young professionals who are frustrated with their health to excel in their career and regain their active social lives.    Links & Resources FibromyalgiaPodcast.com is the digital companion to this audio magazine, where you can find full show notes, links to the studies referenced in this episode, submit your questions for Tami Stackelhouse, and schedule a free consultation with a Fibromyalgia Coach. Get a free copy of Tami’s book, Take Back Your Life: Find Hope and Freedom From Fibromyalgia Symptoms and Pain at FibromyalgiaPodcast.com/books. The FMLA checklist walks you through all of the requirements and deadlines that you need to follow when applying to use the FMLA. Email Julie directly at JHamilton@CoachingPI.com for a copy. Julie also has an assessment tool to help you understand whether or not you need to request special work accommodations, if you need to use the FMLA, or if you need to file for disability. You can get that assessment on Julie's website: CoachingPI.com.

A Better Balance Co-Founder and Co-President Dina Bakst talks about her work to help women and men across the economic spectrum care for their loved ones without risking their jobs.  We talk about New York's employee-funded paid family leave law that provides most non-government workers with job-protected, paid leave to care for a new child or a loved one with a serious health condition. We also talk about the 25th Anniversary of the Family Medical Leave Act (FMLA) and the potential for a nationwide paid family leave program. Whit and Tricia Honea join at the end of the show to talk about the challenges they faced with no access to paid leave after the birth of their sons.

Holly Bertone is a breast cancer and Hashimoto’s survivor who turned these two significant health challenges as a passion to help others. She is a bestselling author who wrote the book, “Thriving in the Workplace with Autoimmune Disease”, which educates individuals with an autoimmune disease on their legal and disability rights in the workplace. On this episode, she shares her devastating diagnosis and experiences that led her to her desire to help other people to not go through the same misfortune. She talks about the rights of those who are going through health challenges in their workplace. She explains what FMLA is and who to call for help when your employer denies you of your rights.   Dr. Veronica Anderson’s Links: LinkedIn Facebook Twitter Pinterest Instagram   Book: Thriving in the Workplace with Autoimmune Disease   Time Stamps: 1:33 – The life-shattering diagnosis 3:40 – What led her to the disease? 7:50 – Emotional trigger 11:39 – Stress 14:45 – Exiting her high-paying job 21:13 – Contents of her book 22:01 – Family Medical Leave Act (FMLA) 23:54 – Learning your rights 26:00 – Organizations that could help you fight for those rights 29:17 – Holly’s recommendations Full Transcript: Get the Full Transcript Here   _______________________________ Dr. Veronica Anderson is an MD, Functional Medicine Practitioner, Homeopath. and Medical Intuitive. As a national speaker and designer of the Functional Fix and Rejuvenation Journey programs, she helps people who feel like their doctors have failed them. She advocates science-based natural, holistic, and complementary treatments to address the root cause of disease. Dr. Veronica is a highly-sought guest on national television and syndicated radio and hosts her own radio show, Wellness for the REAL World, on FOX Sports 920 AM “the Jersey” on Mondays at 7:00 pm ET.   To get started transforming your health, schedule a consult HERE.

The Family Medical Leave Act (FMLA) can be complex. Find out how to handle FMLA claims as a manager in this podcast with Nancy Saperstone of Insight Performance.

This week we dive into what maternity leave looks like for the United States. Spoiler alert: it isn't pretty! We review the Family Medical Leave Act (FMLA) which lays out our current system and take a look at how private companies, and the world, approaches maternity leave and why this is such an important issue. Join us! And as always, thanks for listening! --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app --- Send in a voice message: https://anchor.fm/the-little-london-show/message

Click here to subscribe and listen via iTunes, RSS, or Stitcher. If you're like me, you're always on the lookout for ways to safeguarding your business from yourself at times and your employees.  You are in for a a great episode! What steps should you take to safeguard your business?  Join us as HR Expert, Beth De Lima,  share numerous tips and insights on how to implement your HR program the right way and keep yourself out of ligitation. I thought it would be good for you guys to hear straight from a practitioner in the field. The subject at hand is Beth De Lima.  Beth, president and principal of HRM Consulting, Inc. is nationally certified as a Senior Professional in Human Resources with a state-specific certification in California (SPHR-CA) by the Society for Human Resource Management (SHRM) and has been appointed to sit on the Employee Health, Safety, and Security Special Expertise Panel.  She is a certified mediator through the UC Berkeley Extension program and has been appointed to the Amador County Superior Court Mediation Panel.  Beth is also an expert in the HR aspects of employment regulation compliance, litigation, and vocational rehabilitation.   In this episode, you’ll learn about: What is the Employee Life Cycle and how do you find and keep the right people and terminate an unproductive relationship. What are the dos and don’ts concerning Policy Manual / Employee Handbook creation. How do business owners reduce sexual harassment in their workplace. What do business owners need to know about the Family Medical Leave Act (FMLA). What do business owners need to know to comply with the ADA.   Interview Link HRMconsulting.com - How to guides... Leave Management Solutions   Contact Information email - Beth De Lima   Click here to subscribe, listen, and leave a rating/review via iTunes, RSS, or Stitcher. I value every review I receive, and if you take the time to leave one, THANK YOU!