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Do you know how to properly account for holidays when calculating FMLA leave?
As we approach the end of the year, employers will be confronted with this question as they recognize Hanukkah, Christmas, New Year's Day or even a temporary shutdown during the last week of the year.
Accounting for holidays or temporary shutdowns when calculating FMLA leave can be tricky business. With all of the other year-end tasks you've been assigned, it may seem like one more compliance issue for you to struggle with when you're already swamped with other things.
The good news is that calculating FMLA leave around holiday time doesn't have to be a struggle. There are some simple tips that can help you calculate FMLA leave correctly and confidently.
In this installment, we speak with Jeffrey Nowak, co-chair of Franczek Radelet's Labor and Employment Practice. Jeff has extensive experience with the Family and Medical Leave Act, and has counseled clients on compliance with FMLA regulations, conducting FMLA audits and training, and successfully litigating FMLA lawsuits. Jeff will talk about the basics of FMLA leave, and give us some suggestions to take the guesswork out of accounting for holidays when calculating FMLA leave.