Personnel Policy Service, Inc.        Human Resources Policies, Company Manuals, Newsletters, HR Policies, Training, & Articles
           HR Policy & Compliance Experts Since 1972
  Topics
· ADA
· Affirmative Action
· FLSA
· Sexual Harassment
· Wage and Hour

Get your FREE access to this and 100's of FREE HR resources today.

 
  eLearning & Training Development

   Is Online Learning & Business Employee Training Right for Your Organization?

Create a free account and find out for yourself. Nothing to loose.
 
Learn about the eLeaP™ Online Training Management & Training Software System
(No capital requirement, No technical expertise, or installation needed)

  

Free HR Policy Download Center

* Attendance

* Behavior of Employees

* COBRA Requirements

* Dress Code

* Drugs/Narcotics/Alcohol

* Employee Classification

* FLSA Compliance

* FMLA Checklist

* Workplace Smoking

* Holiday

* Internet/Email Communication

* Layoff and Recall

* Military Leave

* Pay Procedures

* Rest Breaks

* Sexual Harassment

 

Free Weekly Newsletter
▪ Quick Read
▪ Policy Guidelines
▪ Free HR Policy download

First Name:

Last Name:

Email:

Click here for a sample.
We respect your privacy.
 
  Contact Us

Email: info@ppspublishers.com
Site: www.ppspublishers.com
       www.hrpolicyanswers.com
       www.instanthrpolicies.com
 
 

HR MATTERS E-TIPS
THIS WEEK'S E-TIP: Health Coverage Obligations under the FMLA
(Part 1 of 2)
Published by Personnel Policy Service, Inc.
"Your Policy and Compliance Experts Since 1972"
^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^
THIS WEEK'S E-TIP: Health Coverage Obligations under the FMLA
(Part 1 of 2)

The FMLA regulations provide guidelines for health care coverage when
a covered employee takes leave. Learn what options are available for
continuation of coverage and collecting the employee's share of the
premiums.
 
= = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = = =
 
THIS WEEK'S E-TIP: Health Coverage Obligations under the FMLA
(Part 1 of 2)


Untangling the Family and Medical Leave Act (FMLA) health care
coverage requirements can be a daunting task. What coverage must be
maintained when an employee takes leave and what coverage is the
employee entitled to upon reinstatement? Who pays the premium is
another tricky area.

Although the FMLA allows you to terminate insurance coverage for
nonpayment of premiums or permits your employee to drop the
insurance while on unpaid leave, either scenario could cause problems
when the employee returns to work and must be restored to full
coverage. A review of FMLA guidelines will help you make the right
decisions about maintaining health care benefits and paying premiums
when an employee requests FMLA leave. (Click to download a free FMLA Checklist.)

In this week's E-Tips, you will find out what kind of health insurance
coverage the FMLA requires you to provide and how to collect the
employees' premiums during FMLA leaves.

Next week, you will learn when you can terminate health insurance
coverage for nonpayment of premiums and why you should not take this
action. Plus, you will get five tips for implementing the FMLA's health
insurance requirements.

FMLA Health Care Coverage Guidelines

The FMLA, which requires covered employers to provide up to 12
workweeks of leave to eligible employees for various family and medical
reasons, has specific requirements about continuation of health care
coverage when leave is taken and about how you should handle
payment of premiums. In addition, upon return to work, the employee
must be fully restored to health care coverage subject to any changes
that may have occurred. Each of these topics is addressed, below.

-- Continuation of coverage. If you provide health care benefits
under a group health plan, you must provide the same health benefits
during an eligible employee's FMLA leave as would have been provided
if the employee worked throughout the leave. (If you do not provide
insurance before the leave is taken, the FMLA does not require you to
provide it during the leave.) In addition, your obligation to continue
health benefits ends when the employee notifies you that he will not
return to work from the leave. However, the notification must be
unequivocal in order to discontinue health benefits. If the employee
indicates he may not be able to return to work, but wants to, you must
continue to provide health benefits for the duration of the FMLA leave.

Note, too, that employees on unpaid leave may elect to discontinue
health insurance coverage (unless the employer pays the employee's
share of premiums) during the unpaid period of FMLA leave. However,
these employees still must be reinstated to the same insurance benefits
when they return to work.

-- Payment of premiums. The FMLA requires you to pay the
premium on health care coverage on the same terms as you paid the
premium before the employee took leave, paid or unpaid. Therefore, if
you paid 80% of the premium before the employee took leave, and the
employee paid 20%, you must continue to pay at least 80% of the
premium after the employee takes leave. You also may be more
generous, for example by paying the employee's share.

-- Reinstatement of coverage upon return to work. Upon return,
the employee must be restored to the same health benefits coverage as
provided prior to leave, subject to any changes in benefit levels that may
have occurred during the leave. A returning employee may not be
required to meet any qualification requirements normally imposed for
entry or reentry into the group health plan, including any preexisting
condition waiting period or medical examination requirements. (This
requirement will be discussed in more detail in next week's E-Tips.)
^^^^^^^^^^^^^^^  E-Learning & Training  ^^^^^^^^^^^^^
   

Is Online Learning & Employee Training
Right for Your Organization?

Click Here for a Free Executive Briefing and learn 3 simple steps to get started.

Learn about the all new eLeaP™ Workforce Development & Training System
(No capital requirements, technical expertise, or installation needed)

eLeaP Workforce Management Solutions
Learn more or request a 30-Day Free Trial

 
^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^
Collecting Premiums During FMLA Leave

The employer has a number of options for collecting the employee's
share of health premiums during FMLA leave. The key element is
whether the leave is paid or unpaid.

-- Paid leave. If the employee is using paid leave (such as accrued
vacation, personal, or sick time), the employee's share should be paid by
the method normally used during any paid leave, such as by payroll
deduction. Note that you may require the employee to use paid leave.

-- Unpaid leave. If the employee is on unpaid leave, you have
several alternatives for premium payment and may require payment
according to one of the following schedules:
  1. Payment for the employee share due on the same date as
    payroll deductions are made.
  2. Payment due on the same schedule as payments under
    COBRA.  (Click to download a free Quick Guide to COBRA.)
  3. Prepayments at the employee's option and subject to special
    IRS limitations if the payment is made on a pre-tax basis pursuant to a
    cafeteria plan.
  4. Payment due under the employer's existing rules for payment by
    employees on unpaid leave, as long as the rules do not require
    prepayment prior to any unpaid portion of the leave and do not require a
    higher premium than if the employee had continued working.
  5. Payment under a system voluntarily agreed to by the employer
    and the employee, which may include prepayment of premiums (such as
    through increased payroll deductions when the need for leave is
    foreseeable).
  6. Advance payment by the employer on the employee's behalf
    during the leave.

You must provide advance written notice regarding the terms and
conditions under which the premium payments must be made.

Next week's E-Tips: Find out when you can terminate health insurance
coverage for nonpayment of premiums and why you should not take this
action. Plus, five tips for implementing the FMLA's health insurance
requirements.

^^^^^^^^^^^^^^^^^^^^^ From Your HR Matters E-Tips Editors ^^^^^^^^^^^^^^^^^^^^^

Personnel Policy Manual Service
Policy Writing – HR Best Practices – Legal Compliance Support

The most comprehensive HR policy documentation and
support system available anywhere

Click here to learn more or try the Personnel Policy Manual Service

See what others say about the Service ...


Request a 30-Day free trial now
^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^
 
Subscribers to the Personnel Policy Manual and HR Policy Answers on
can find more information about the FMLA and health insurance
continuation coverage in Leaves of Absence, Chapter 703, note 41.

Not a subscriber? If you would like to order one of our policy chapters,
go to: http://www.hrpolicyanswers.com.

If you have any questions, please call us at 1-800-437-3735. We'll be
happy to help you.

 
^^^^^^^^^^^^^^^^^^^^^^^^ HR Policy & Compliance Resources ^^^^^^^^^^^^^^^^
 

Buy and download individual HR Policies for immediate use in your
organization. Get complete policy development kits: Model Policy
language, Management Rationale background information, and
References for Legal Counsel documentation.

YOU CAN TRUST PPS
Information provided in HR Matters E-Tips is researched and reviewed
by the HR experts at Personnel Policy Service as well as employment
law attorneys. However, it is not intended as legal advice. Readers are
encouraged to seek appropriate legal or other professional advice.

^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^

Interested in using an article from HR Matters E-Tips on your Web site or
in a newsletter?

Please contact Robin Thomas, Managing Editor of Personnel Policy
Service, Inc., to request permission. You can contact her by email at
editor@ppspublishers.com or by telephone at 1-800-437-3735.

Please note that the information in every issue of HR Matters E-Tips is
the original, copyrighted work of Personnel Policy Service, Inc., and is
protected under U.S. copyright laws. As such, you may not reprint or
publish in any format any article or portion of article from HR Matters E-
Tips without the express permission of Personnel Policy Service, Inc.

Remember, too, we encourage you to pass along any issue of the E-Tips
by forwarding it to friends and colleagues.

^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^

A note to advertisers:
 

Do you want to reach the human resources market?
 
Your message can be seen by over 55,000 HR professionals when you
sponsor an issue of HR Matters E-Tips.
Contact Elise Whitman at ezine@ppspublishers.com
or call toll-free 1-800-437-3735.

^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^
 
HR Matters E-Tips is a f-r-e-e service of Personnel Policy Service, Inc.
To subscribe, go to: http://www.ppspublishers.com/ezsignup.htm

Personnel Policy Service, Inc. All Rights Reserved.
HR Matters is a registered trademark of:
Personnel Policy Service, Inc.
159 St. Matthews Ave., Suite 5, Louisville, KY 40207
Tel: 1-800-437-3735 - Fax: 1-800-755-7011
www.ppspublishers.com - www.instanthrpolicies.com - www.hrpolicyanswers.com - www.personnelpolicyservice.com/hrforum

CONTACT US: ezine@ppspublishers.com

FORWARD THIS ISSUE: We invite you to forward HR Matters E-Tips to
a colleague or friend.

 

 

 

Easy Employee Handbook & HR Policies

Do you manage Key Employee Issues? Less than 15 employees? OR
Outside US? Click here
.  Use our topic list below to easily locate the right HR policy product.

* Absence
* Benefits
* Conduct
* Employment
* Pay Practices

* Personnel Responsibilities
* Reimbursement
* Work Areas
* Miscellaneous

 

Get your employee handbook!

 

Download HR Policies Now

Absence
Attendance and Punctuality
Short-Term Absences
Leaves of Absence
Rest Breaks
Meal Breaks
Benefits
Disclosure of Benefits
Vacations
Holidays
Lunch Facilities
Educational Assistance
Employee Counseling
Recognition Awards
Company Products
Relocation
Athletics and Recreation
Conduct
Behavior of Employees
Appearance of Employees
Finances of Employees
Customer Relations
Use of Communications
Conflicts of Interest
Confidentiality
Disciplinary Procedure
Drugs, Narcotics, Alcohol
Employment
Equal Employment Opportunity
Sexual Harassment
Hiring
Employment Agreements
Orientation and Training
Medical Procedures
Serious Diseases (ADA)
Introductory Period
Transfer
Promotion
Hours of Work
Outside Employment
Employee Classifications
Layoff and Recall
Termination
Retirement
Miscellaneous
Personnel Records
Community Participation
Suggestion Program
Dispute Resolution
Pay Practices
Salary Administration
Performance Appraisals
Severance Pay
Job Evaluation
Pay Procedures
Personnel Responsibilities
Model Cover
President’s Letter
Functions of this Manual
Employee Supervision
Personnel Manager
Employer-Employee Relations
Employment-At-Will
Reimbursement
Travel
Automobile Usage
Business Entertaining
Meal Reimbursement
Clubs and Civic Organizations
Trade and Professional Associations
Work Areas
Employee Safety
Maintenance of Work Areas
Personal Property
Solicitation
Parking
Security
Smoking
Special Reports
FLSA Regulations: Understanding the Issues

 

 Search      Advanced Search

 
 
 
 
 
 
 
     
Employee Access to Personnel Records Q&A  | Sick Leave Abuse and Discipline Q&A  | Six Actions to Improve Your HR Performance | Keep Transfer Decisions Out of Court  | Harassment Responses and Discipline | Harassment Investigations When No Formal Complaint is Made Q&A  | Sick Leave Abuse and Discipline Q&A  | New Hire Orientation: Eight Tips for Effective IntegrationWhy Written HR Policies Limit Liability (Part 1 of 2)  | Why Written HR Policies Limit Liability (Part 2 of 2) | Rescinding Job Offer After Medical Exam Q&A | Overtime Issues under the FLSA (Part 1 of 2)Overtime Issues under the FLSA (Part 2 of 2)  | Requiring English in the Workplace | Ban on Employee Discussion of Pay Q&A  | Why You Need Written HR Policies (Part 1 of 2)  | Why You Need Written HR Policies (Part 2 of 2) | COBRA Denial of Benefits and Misconduct Q&A | Balancing Off-Duty Conduct Issues (Part 1 of 2)Mandatory Overtime and Alternatives | Understanding the EEOC Complaint Process | Absenteeism: How the FMLA and ADA InteractDirect Threat and the ADA | Balancing Off-Duty Conduct Issues (Part 2 of 2) | Post OSHA Form 300A Next Week  | 8 HR Best Practices to Advance Your Career | Asking Applicants about Arrests and Convictions Q&AWhy Written HR Policies Limit Liability (Part 1 of 2)Why Written HR Policies Limit Liability (Part 2 of 2) | Stay on Top of OSHA Posting Requirements | Placing Employees on FMLA Leave Q&AAccommodation of Continuing Health Problem After FMLA Leave Q&A  | Medical Records & Terminated Employees Q&A  | Ten Steps to Better Promotion Decisions  | Tobacco Issue You May Have Missed Q&A  |  Transfers and the ADA  | Bereavement Leave and the FMLA Q&A  | Direct Threat Standard and the ADA | Prepare Now For EEO-1 Revisions | Post OSHA Form 300A Next Week | Compliance Training: Who Needs It? | Editor's Pick: Nine Web Sites for HR Professionals | Polygraph Test Restrictions | Five Keys to Effective Performance Evaluations  | 8 Steps to Protect Against Negligent Hiring Claims | Understanding Pay for Travel Time | FLSA Part-Time Exemption Issues Q&AYour Guide to COBRA Compliance (Part 1 of 2) | Your Guide to COBRA Compliance (Part 2 of 2)Compensatory Time-Off for Nonexempts Q&ALegislative Rush Creates 12 HR Challenges  | 6 Dress Code Tips You Should Know  | Drug Testing Alternatives Q&A | Compliance Inspections: Be Prepared for OSHA | Introductory Periods and the At-Will Status | Taking FMLA Leave & Working a Second Job Q&A | 6 Ways to Recruit the Best Talent Around | FMLA Intermittent Leave and Workweek Calculation Q&A | Performance Appraisal Guidelines | Drug Testing Considerations  |  FMLA Intermittent and Reduced Work Schedule Leaves (Part 1 of 2) | FMLA Intermittent and Reduced Work Schedule Leaves (Part 2 of 2) | Answers to Your Top 7 COBRA Subsidy Questions  | Use Release Agreements Carefully in Terminations | Termination: Timely Pay & Vacation Issues Q&A  |  NLRA Claims Sneak Up on Nonunion Employers | Identity Theft Protection Rule Sneaks Up On HR | Paying Travel Time for Nonexempt Employee  | Understanding Pay for Travel Time | Sexual Harassment Training: The Right Policy & Compliance Mix | Overtime Pay for Two Different Jobs Q&A   | FMLA Leaves and Termination Actions | Tape Recording Counseling Sessions Q&A | Limit Legal Exposure with Supervisor Training | FMLA Additions and Revisions Outlined | COBRA Qualifying Events Explained | Avoid Liability: 40% Report Harassment Complaints  | Filing I-9 Forms Separately Q&A | Termination and Release Agreements | Rest Breaks – Legal Issues & Worker Needs  | Tips for Conducting Effective Exit Interviews (Q&A)  | FLSA: When Do Volunteers Have To Be Paid?Leave Reinstatement Rights from A (ADA) to U (USERRA) (Part 1 of 2)Leave Reinstatement Rights from A (ADA) to U (USERRA) (Part 2 of 2)  | Harassment by Customers Puts You in Hot Water | Benefits Required for Temps and Part-Timers  |  Employee Rights in Disciplinary Meetings Q&A  | Your Duty To Prevent Harassment by Customers  |  ADA – Manage Clash Between Work Rules and Drug & Alcohol Protections | Age Discrimination Primer | Employer Liability for Secondhand Smoke   | Personnel Files – When to Allow Employee Access?  | Mental Illness under the ADA and FMLA  | How to Handle Employee Body Odor Complaints Q&A  | Managing Excessive Absenteeism (Q&A)  | Rules on Cost Reimbursement for UniformsDirect Payroll Deposit Q&A   | FLSA Overtime Regulations  | Disciplinary Suspensions and Exempt Employees (Q&A) | Balancing Prescription Drugs, Work, & ADA Q&A  | "At-Will" Double-Edged Sword: Use with Care | Watch Out for Termination Lawsuits  | Exempt Employee Disciplinary Suspensions  | Severance Pay Q&A  | Handling Difficult Situations – Body Odor Q&A | Exempt Pay When No Accrued Time-Off Left Q&A  |  Balancing Privacy Issues in the Workplace (Part 1 of 2)  | Balancing Privacy Issues in the Workplace (Part 2 of 2) | ID Theft Protection for You & Your Employees  |  Exempt Employees and the Salary Basis Test (Part 1 of 2) | Exempt Employees and the Salary Basis Test (Part 2 of 2)  | Fair and Effective Internal Investigations  |  FMLA Leave to Care for Adult Children | Exempt Pay When No Accrued Time-Off Left Q&A   |  Meal Breaks: State & Federal Law Interaction  | FCRA Covers More Than Credit Checks (Part 1 of 2)  | FCRA Covers More Than Credit Checks (Part 2 of 2)FACTA Revisited  |  Rules Covering Summer Employment of Minors | COBRA Notices and Proof of Delivery Q&A  | When is Changing Clothes Working Time? (Q&A)  | Medical Leave When FMLA Not Available Q&A  | Use Background Checks to Prevent Hiring Problems (Part 1of 2)Use Background Checks to Prevent Hiring Problems (Part 2 of 2)Holiday Pay for Exempt Employees Q&A | The ABC’s of GarnishmentsSummer Hiring – Restrictions on Underage Workers | How to Prevent Age Discrimination (ADEA Issues)  | Equal Pay Law Q&A | Train Managers for More Effective Evaluations  | FMLA Medical Certification Explained | I-9 Reverifications Q&APaid Days Off and Overtime Calculation Q&ADifferent Dress Codes for Men and WomenHarassment Investigations: HR Matters E-Tips Newsletter  |  Harassment Investigations   | Equal Pay Act Obligations Q&A  | FLSA Recordkeeping Violations Bite Employers Q&A | ADA Medical Inquiries (Part 1 of 2)  | ADA Medical Inquiries (Part 2 of 2)  | Benefits for Part-Timers Working Full-Time Q&A  | Workplace Searches: Practical and Legal Concerns  | Legal Status of Staffing Agency & PEO Workers  | The ADA and Mandatory Overtime Q&A  | Are PTO Plans Right for Your Organization?  | Absenteeism and the FMLA and ADA  | HR Matters E-zine  | Effective Performance Appraisals  | FMLA 12-Month Rules  | FLSA, Mandatory Overtime, and Alternatives  | Mandatory Overtime, and Alternatives  | Seven Steps to Effective Arbitration Agreements  | Inadequate Supervisory Training Puts Employers in the Hot Seat  | The ADA Disability Definition  | The FLSA Administrative Exemption  | Genetic Testing  | New Employees, Holiday Pay, and the FLSA Q&A  | ADA Pitfalls in the Hiring Process  | Summer Dress Code ChallengesEmployee Privacy and Electronic Monitoring | New COBRA Notice Requirements  | Student Interns (Q&A)  | IRS Makes Mid-Year Increase to Standard Mileage Rate  |  Interview Questions: Asking about Alcohol Use Q&A  |  Identity Theft Protection Tips for You and Your Employees  |  Managing FMLA Intermittent and Reduced Work Leaves  |  Work-Related Injuries – the FMLA, ADA, and WC  (Part 1 of 2)  |  The FMLA, ADA, and WC (Part 2 of 2)  |  Tattoos, Body Piercings, and Casual Dress Issues  |  Protect Against Negligent Hiring Claims  |  Effective Discipline: Improve Performance and Reduce Exposure  |  Eight Tips for Effective Terminations  |  Application and Interview Pitfalls  |  Drug Testing Considerations (Part 1 of 2)  |  Drug Testing Considerations (Part 2 of 2)  |  Six Tips for Conducting an Investigation  | EEO-1 Filing Reminder  |  FLSA Issues & Summer Interns Q&A  |  Employee Discipline PointersFLSA Exempt Salary Deductions  |  Make Sure Educational Requirements Are Job-Related Q&AImportance of Effective Harassment InvestigationsTermination and ADA Disability Issues Q&A  |  Best Practices for Application FormsExit Interview TipsFLSA: When is a Manager Really Exempt?  |  When is a Manager Really Exempt?   | Personnel Records: Keeping I-9 Forms SeparateHolding Paycheck as DisciplineTermination and ADA Disability Issues Q&ANotice Requirements for Policy Changes Q&AReasonable Accommodation in the Hiring ProcessReasons To Consolidate All Application Processing in HR Q&A5 Ways to Retain Your Top Performers in a Competitive MarketUse Background Checks to Prevent Hiring and Legal Problems (part 1 of 2)Use Background Checks to Prevent Hiring and Legal Problems (part 2 of 2)Time-Off for School and Donor Activities  |  Exempt Regulations and Partial Day Absences  |  Pregnancy Discrimination and Leave Laws Demystified (Part 1 of 2)Pregnancy Discrimination and Leave Laws Demystified (Part 2 of 2)  |  Legal Guidelines for Fair and Consistent DisciplineAbsenteeism and the FMLA and ADAMoonlighting -- How to Deal with Outside EmploymentHarassment Complaints: Appropriate Responses and DisciplineHostile Work Environment Harassment  |  Three New Trends in Employer BenefitsNoncompete AgreementsDon't Let HR Policies Become Contracts  |  Holiday Pay and Overtime Calculations Q&AFLSA Trap: Exemptions and Partial Day Absences   | Exemption Regulation Headaches and Partial Day Absences   | FLSA Trap: Exemptions and Partial Day Absences | Record Retention RequirementsEffective Employee Conduct Policies | Disciplinary Policies Can Become Contracts   |  FMLA Reinstatement Rules Q&A | FMLA Reinstatement Rules Q&A  |  Pregnancy Leave When Not Covered by FMLA (Q&A)  |  Pay for Changing Clothes at Work Q&A  |  FMLA Serious Health Condition Trends  |  Dating and Family Relationships in the Workplace  |  EEO-1 and VETS-100 Changes and Due Date  | Cell Phone Use, Driving Distractions, and Employer Concerns   | Pay for Changing Clothes at Work Q&A  | Health Coverage Obligations under the FMLA (Part 1 of 2)  | Health Coverage Obligations under the FMLA (Part 2 of 2)  | Don't Let HR Policies Become Contracts | Discipline and Retaliation ClaimsPromotion Decisions and Discrimination Claims  | Termination Lawsuits  | Essential Job Duties and ADA Disability Issues   | Federal vs. State Wage Payment Requirements Q & A  | Driving Record Checks Q&A  | Tracking Exempt Employee Hours Q&A  | Payday Requirements (Q&A)  | Pay for Weather-Related Business Closing Q&A  | Exempt Employees Performing Nonexempt Work Q&A  | Different Dress Codes for Men and Women?  | Legal Implications of Suggestion Programs  | Fair and Consistent Discipline  | Tax Aspects of Tuition ReimbursementMandatory Retirement Age Q&A  | FMLA and the Key Employee Exception  | Exempt Employees Performing Nonexempt Work Q&A  |  FMLA and the Key Employee Exception  | Genetic Testing Not Worth Risks  |  Employee Disloyalty and Conflicts of Interest  | Layoffs and WARN Act Requirements  | The ADA, FMLA, and Work Rule Violations  | Your Legal Exposure for Employee Drivers Q&A  | Layoffs – When Do You Have to WARN Employees?  | The FLSA Administrative Exemption Revisited  | Understanding On-Call Pay  "At Will" Termination (Part 1 of 2) | "At Will" Termination (Part 2 of 2)  | Application Forms and Resumes (Q&A)  | HR Issues and the Presidential Candidates (Part 1 of 2)  | HR Issues and the Presidential Candidates (Part 2 of 2)  | Six Steps to Effective ADA Accommodations  | Six Steps to Effective ADA Accommodations (Part 2 of 2)  | When to Pay for Training Time Q&A  | ADA: Tricky Definitions  |  Tricky Definitions  | Preventing Discrimination Claims After Layoffs  | ADA: Tricky Definitions  | Mandatory Overtime and Alternatives  | How Introductory Period Impacts At-Will Status  | Bona Fide Occupational Qualifications Q&A  | Employee Voting Rights  | Travel Time Pay (Q&A)  | Employee Voting Rights  | Confronting Employee Drinking Problem Q&A  | Handle Employee Voting Rights Properly  | Five Tips for Writing Job Offer Letters  | OSHA First Aid Requirements Q&A | Employee Discipline (Part 1 of 2)  | Employee Discipline (Part 2 of 2)  | Tax status of Employer Awards and Gifts Q&A  | Which HR Laws Apply to You?  | When to Pay for Training Time Q&A | Pay Deductions for Money Owed Q&A  | Lawsuits After an Employee Quits  | Seven Deductions Allowed by FLSA Exemption Regs  | ADA, FMLA, and Work Rule Violations  | Sexual Harassment Training: The Right Policy & Compliance Mix  | Compensatory Time Off for Nonexempts Q&A | Indoor Air Quality and Sick Building Syndrome Q&A  | Protecting Against Negligent Hiring Claims  | Common Questions in Layoffs (Part 1 of 2) | Common Questions in Layoffs (Part 2 of 2)  | Work Stoppage and the NLRA Q&A  | Disciplinary Suspensions for Exempt Employees Q&A  | Classifying Independent Contractors (Part 1 of 2) | Classifying Independent Contractors (Part 2 of 2)  | Calculating Working Time under FLSA (Part 1 of 2)  | Calculating Working Time under FLSA (Part 2 of 2)  | Personal Property Brought to Work: 4 Policy Considerations  | Personal Property Brought to Work: What You Should Know  | Exempt Employees and Unpaid Holidays Q&A  | Mandatory Overtime and Alternatives  | Holiday Pay, Bonuses, and Overtime  | IRS Issues New Reimbursement Rates | Policy Considerations on Cell Phones, Driving, and Your Liability (Part 1 of 2) | Policy Considerations on Cell Phones, Driving, and Your Liability (Part 2 of 2) | Alcohol, Holiday Parties, and Liability (Part 1 of 2) | Alcohol, Holiday Parties, and Liability (Part 2 of 2) | Extra Compensation for Exempt Employees Q&A | HR Matters E-Tips Newsletter: Personnel Records Access Q&A  | Personnel Records Access Q&A  | FMLA Final Regs Issued; Take Effect in January  | FMLA Leave & Paid Holidays Q&A; Plus, New I-9 Form  | Time to Update Your Harassment Policy  | When FMLA Leave is Exhausted  | Prescription and Other Legal Drugs at Work Q&A  | ADA & Prescription Drug Use at Work Q&A | Gift Cards as Taxable Income Q&A | FMLA Leave and Childcare Q&A  | Holiday Pay, Bonuses, and Overtime | Paid Time-Off During FMLA Leave  | Overtime for Exempt Employees Q&A | ADA Amendments Take Effect Thursday

Site Map | Personnel Policy Manual | HR Answerline | HR Matters newsletter | HR Policy Answers on CD
Instant HR Policies - Easy to Create Employee Handbook | Management & Compliance  Tips| Human Resource Management Articles | Links

This article is not intended as legal advice. Readers are encouraged to seek appropriate legal or other professional advice. Copyright 2009 Personnel Policy Service, Inc.