|
|
|
See How It Works |
|
|
|
See how we help others like
you access model policies, make confident HR decisions quickly, stay
ahead of changing requirements easily and get answers to tough HR
questions instantly.
Learn more, click
here |
![]() |
|
|
|
Why We are the HR Compliance Experts? |
|
|
|
“I just got back from a 3-hour lunch meeting where I reviewed with a
vice president all the changes in our benefits and services policies
that will appear in the next iteration of our
Employee Handbook. I
could speak with knowledge, confidence and authority largely because
of your
Personnel Policy Manual with all of its supporting guidance
and documentation. You are my #1 resource when it comes to
policies.
Keep up the good work!”
Don Jones
Director of Human Resources
Columbia International University
Columbia, SC
See how
it works... |
![]() |
|
|
|
|
|
|
|
|
|
| |
|
|
|
|
-------------------------------------------------------------------------------------------
Employer’s
Quick Guide to HR Laws
Many HR directors and business
owners hear about employment laws and automatically assume they are
covered. This may not be the case. A quick review of these laws and
their coverage can help even the most seasoned HR professional
understand your compliance obligations.
Click here
for your
free download of this valuable 40-page employer resource.
------------------------------------------------------------------------------------------- |
|
|
|
|
|
|
|
|
---------------------------------
Question:
We have an employee who
has a chronic serious health condition covered under the Family and
Medical Leave Act (FMLA) and often needs to take time off on an
intermittent basis. In the past, her FMLA leave requests were not a
problem because she typically took off just a few days over the
course of several months. However, her condition has deteriorated
and now she is averaging a day off a week. This schedule is causing
a hardship on her coworkers who have to pick up her work. Can we
deny her leave as an undue hardship (like the ADA allows) or even
terminate her if she cannot come to work on a more regular basis?
Get the answer
here. |
|
| |
|
| |
|
|
Personnel
Policy Service, Inc.
