HR Strategies goes above and beyond in managing customized HR solutions for companies that are motivated to reduce costs by using HR Outsourcing. As a Professional Employer Organization (PEO), HR Strategies becomes your Payroll Processing Company and Workers' Compensation Outsourcing, handles your Employee Benefits, provides Human Resource Consulting, works with you on Human Resources Regulatory Compliance, and provides Human Resource Training, as well as many other related HR responsibilities.
Our professionals enable small business owners to focus on their core competencies, rather than focusing on running payroll, providing employee benefits, or the many other facets of human resource administration. We allow business owners to concentrate on their passion, without being distracted by countless human resources responsibilities.
Protected Concerted Activity & Social Media
In the age of technology and social media, it’s hard to manage information about your company. What should employers do when employees complain about work on Facebook or Twitter? Can you hold your employees accountable? Can you fire them? Find out how A&smp;B Burgers handled an employee rant on Facebook. Read more.
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Can I Fire An Employee Once Their FMLA Is Exhausted?
You have an employee who recently went out on FMLA leave for knee surgery. He has been out for over three months and exhausted all 12 weeks of his FMLA. He called and stated he needs additional time off for physical therapy so he can gain full mobility of his knee. It looks like he will need an additional 6 weeks. You can’t keep his job open forever. Can’t you just terminate the employee now that his FMLA leave is exhausted?
How should you handle this issue?
The Family Medical Leave Act only provides 12 weeks of job protected leave. There is no reason to continue to extend the leave.
Keep on extending FMLA, he has a doctor’s note stating he needs more time off.
There is no requirement to extend leave under FMLA, however the employee may be covered under the Americans with Disabilities Act. Under this law, continued leave may be considered a reasonable accommodation.
One of the most difficult tasks a manager faces is when an employee needs to be disciplined for violating company policy. Managers may feel that they are not suited or capable of undertaking the task.
Discipline is not about wanting to terminate an employee. Discipline is simply about letting the employee know that he/she has violated company policy and telling the employee what he/she can do to correct the behavior in the future. Setting employees up for success, not failure, is a major part of the disciplinary process.
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This information is provided by ePlace Solutions, Inc. which is solely responsible for its content. ePlace Solutions, Inc. is not engaged in rendering legal or other professional services. Federal and state laws are more complex than presented here. This information is simplified for the sake of brevity and is not a substitute for legal advice. ePlace Solutions, Inc. disclaims any liability, loss or risk incurred as a consequence, directly or indirectly, of the use and application of any of the contents of this information.
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