FAQs

All Items: Employee Leaves

If an employer is unsure whether an employee gave notice of his or her intent to take Family and Medical Leave Act (FMLA) leave, must the employer inquire further?
What should an employer do if an employee requests that his or her leave not be counted as Family and Medical Leave Act (FMLA) leave?
May HR or a supervisor be held personally liable for a violation of the Family and Medical Leave Act (FMLA)?
What should an employer do if it discovers an employee is performing job duties while on approved Family and Medical Leave Act (FMLA) leave?
Under what circumstances does an employer have to give a pay increase to an employee who is out on approved Family and Medical Leave Act (FMLA) leave during his or her performance review?
Under what circumstances does an employer need to pay an employee a bonus if the employee was out on approved Family and Medical Leave Act (FMLA) leave for part of the year?
May an employer contact an employee who is out on approved Family and Medical Leave Act (FMLA) leave?
What are an employer's notice requirements under the Family and Medical Leave Act (FMLA)?
Does an employer need to count an employee's vacation or sick time towards the 1,250 hour requirement under the Family and Medical Leave Act?
In determining Family and Medical Leave Act (FMLA) applicability, does an employer need to count a joint employee, such as a temporary worker employed through an employment agency?

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About This Category

Frequently asked questions and answers on HR issues relating to employee leaves.