Music listen up with Jim Potts, listen up business owners, CFOs, human resource managers, and all managers and supervisors. - Jim Potts is answering and addressing your questions and concerns, helping you stay out of court. - Furthermore, please be advised that Jim's answers are not legal advice and are only intended as a guide based on his years of experience. - The phone lines are open: 1-855-4-Jay-Potts (1-855-457-6887). - You can also email us at listenup@jameswilliampottsllc.com. - Ready to listen up? Here is Jim Potts. - Hey Jim Potts, back on the air. - You know, I've talked about disability leaves of absence and things of the past, and it's a very frustrating situation for employers. - How do they handle somebody they haven't heard from for a long time? - An issue about doctor's notes, etc. - Person: "I was out sick, how do I really know they were out sick?", etc, etc, etc. - I got to tell you that a recent case just came out that was decided on October 31st, 2016, and I gotta tell you it was a federal case, and I really liked this case. - Why? Because somebody out there was listening to the employer's screams regarding people abusing FMLA leaves of absence. - So, I thought it was pretty good, and I wanted to share that with you because it basically is what happened was an employee for actually an airlines company that was terminated because the employer figured out that his claim to go on his leave of absence was fraudulent. - Now, employers go through this all the time, and they suspect that it's hard to prove and they can't do anything about it. - This particular employee was terminated regarding his fraudulent claim and a request for a leave of absence. - And so when the employer fired him, when they did the investigation,...
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Fmla fact sheet 28 Form: What You Should Know
Month period under the Family and Medical Leave Act Fact Sheet #26D: Family and Medical Leave (FM) Leave for a Current and an Existing Employee (PDF) Fact Sheet #28D: Family and Medical Leave (FM) Leave for a Current and an Existing Employee (PDF) (English) The FMLA entitles eligible employees who work for covered employers to take unpaid, See Fact Sheets #28M(a), Military Caregiver Leave for a Current and an Existing Employee and #27M — Leave for Reasons Related to Family and Medical Mental Health Fact Sheet #24: Employee Notice Requirements under the FF MSA (PDF); Fact Sheet #26D: Family and Medical Leave (FM) Leave for a Current and an Existing Employee (English The FFM, Section 8(a), applies to FMLA and P&H Leave, with certain limitations. For more information see Fact Sheet #26D. Fact Sheet #28: The Family and Medical Leave Act (FA MDA) The Family and Medical Leave Act (FMLA) provides up to 12 workweeks of unpaid leave per 12-month period: Awarded to eligible employees of covered employers. In order to receive FMLA leave, an employee must take leave through the employee's own payroll, at least 8 hours in a 24-hour period, and for no more than 1 day each week, as set out in the federal law. These leave days are typically scheduled with the beginning of the work week. FMLA is a federal law, not a state or local law. State and local laws can provide more information. The law generally applies to employees of the U.S. government and certain other state and local governments. The FMLA does not apply to Federal or State legislative employees (see FAQ #1.2), the military, or employees of the state or local government; or For Federal employees, the number of workweeks of unpaid leave that may be accrued is limited (See FAQ #1.8 for more information).
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