Challenge to Worker Discipline for Excessive Absenteeism: Part One of Two Articles

Douglas B.M. Ehlke

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Challenge to Worker Discipline for Excessive Absenteeism: Part One of Two Articles

机译：过度旷工对工人纪律的挑战：两篇文章的第一部分

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Family and Medical Leave Act (FMLA) claims are heating up. More and more companies are becoming afraid to fire employees for attendance problems because, under the FMLA, the concepts of compliance such as what is a "serious health condition" are nebulous. It can be difficult to prove that unscheduled absences were not in part "protected" time off under the FMLA. The next two columns will help identify the issues and employer/employee rights and duties under this 1993 Federal law. Pattern issues and factors behind the first FMLA jury verdict will be addressed. What lessons can be learned?

机译：《家庭和病假法》（FMLA）的要求正在上升。越来越多的公司变得害怕解雇员工的出勤问题，因为根据FMLA，诸如“严重健康状况”之类的合规性概念是模糊的。很难证明在FMLA下，计划外缺勤不是部分“受保护的”休假。接下来的两列将帮助您根据该1993年联邦法律确定问题以及雇主/雇员的权利和义务。 FMLA陪审团第一次裁决背后的模式问题和因素将得到解决。可以学到什么教训？

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来源
《MetalForming》 |1997年第3期|p.85-86|共2页
作者
Douglas B.M. Ehlke;
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正文语种 eng
中图分类冷冲压（钣金加工）;
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Challenge to Worker Discipline for Excessive Absenteeism: Part One of Two Articles

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