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| Labor Under Fire does not give any form of legal advice but is offered as a means for an employee and/or employer to research labor problems present to a considered legal action. Labor Under Fire advises all employee's to contact a Labor lawyer, to obtain legal advise and/or guidance for any labor problems. Labor Under Fire conceders the employer to already to have an attorney on retainer. |
| Tims Missouri Employment Law By Attorney Tim Willoughby http://www.timslaw.com |
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| WHATS UP MAGAZINE IS A ST. LOUIS STREET NEWS PUBLICATION DISTRIBUTED BY AND FOR THE HOMELESS AND DISADVANTAGED whatsupstl.com |
| "It is not a matter of right or wrong, it is not a matter of moral or immoral but a matter of manipulation". Feb. 11, 2003 By Anthony M. Streckfuss |
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| The Family & Medical Leave Act The Family & Medical Leave Act (FMLA) allows "eligible" employees to take off up to 12 work weeks in any 12 month period for the birth or adoption of a child, to care for a family member, or if the employee themselves has serious health condition. FMLA |
| The Family & Medical Leave Act Balancing Work and Family Employee/Employer Employer/Employee Final Regulations on Family and Medical Leave Summary of Major Revisions in Office of Personnel Management's (OPM) Final Regulations on the Family and Medical Lealve Act of 1993 (FMLA) FMLA |
| FAMILY MEDICAL LEAVE ACT |
| "Wolverine" Case Takes A Bite Out Of FMLA Regulations By Michael S. Mitchell Most employers know, or should, that the Family and Medical leave Act (FMLA) grants employees up to 12 weeks of unpaid leave, and that they are required to post a notice to employees informing them of this right. The regulations implementing the law go further, and require an employer to individually designate each employee's leave as FMLA leave, and if the employer fails to do so, the leave doesn't count. In other words, the employee can take a substantial amount of time off, then return to work and claim 12 more weeks of FMLA leave. Fisher&Philips |
| * *** **** ***** The Family and Medical Leave Act of 1993 (FMLA) The Family and Medical Leave Act of 1993 (FMLA) was enacted on February 5, 1993. The new law is effective on August 5, 1993, for most employers. If a collective bargaining agreement (CBA) is in effect on that date, the Act becomes effective on the expiration date of the CBA or February 5, 1994, whichever is earlier. FMLA |
| Final Regulations on Family and Medical Leave OPM.gov |
| ************************************************* How the following stories and articles rate by LUF: * A must read for the employee easy to understand and read ** Helpful but needs something more *** You will have to reread to follow **** This will puts you to sleep, dry boring ***** Time to go to college ************************************************* |