A reliable employee starts missing deadlines. When her manager raises it, she says she has been diagnosed with depression and an anxiety disorder, her medication was just changed, and she needs "some flexibility for a while." The manager walks into your office and asks two questions: Does she have to prove it, and do we have to give her whatever she asks for?
The answers are "to a point" and "no." ADA accommodations for anxiety and depression follow the same rules as
You know you need leave training. The catalog offers an FMLA course, an FMLA and ADA program, and something called integrated leave training that names five laws in its title. They are not interchangeable, and picking the wrong one wastes either money or time: the advanced course will lose someone who has never completed a designation notice, and the FMLA course will not help the administrator whose problem is what to do after FMLA runs out.
This article explains
If you handle payroll from an HR seat, or you run payroll and keep getting pulled into garnishment questions, you have probably looked at the two best-known payroll credentials: the Certified Payroll Professional (CPP) and the Fundamental Payroll Certification (FPC). Both are issued by PayrollOrg, the organization formerly known as the American Payroll Association. Both are broad. Neither is a garnishment specialty.
That is the ...
Most employee handbooks say nothing about wage garnishment until the first order arrives, and then the employer's practice gets made up on the spot: a manager opens the envelope, a payroll clerk guesses at the start date, someone mentions it in a team meeting, and an administrative fee gets deducted because "that's what we did at my last job." Each of those improvisations can create a problem. A short written policy settles the employer garnishment rules your organization will follow before ...
If you have been told to "get trained on FMLA" with no budget attached, start with good news: free FMLA training exists, it comes from the agency that enforces the law, and it is better than most people assume. A provider that sells FMLA courses should say that plainly, so we will. This article lists the free resources that are worth your time, describes honestly what they do and do not cover, and explains when paying for training makes sense.
The
The leave administrator rarely hears about an FMLA case first. A front-line supervisor does, usually in a hallway, a text message, or a call-in at 5:40 a.m. What that supervisor says in the next thirty seconds, and whether HR ever hears about it, decides whether the employer meets its obligations. That is the whole argument for FMLA training for managers: the people with the least FMLA knowledge are standing at the point where the employer's duties begin.
This
Most employers that buy workers' comp training buy one course for one person, usually whoever ended up handling claims. That leaves gaps everywhere else. The supervisor who hears about an injury first does not know what to do with it. Payroll codes employees without understanding class codes. Finance sees the audit bill but not what caused it. Workers' comp outcomes depend on all of these people, and each needs different knowledge.
This guide breaks down workers' comp training for ...
Every workers' compensation policy is priced twice. At the start of the policy period, the carrier charges a deposit or estimated premium based on the payroll you expect to pay in each classification. After the period ends, the carrier audits your actual payroll and calculates the final premium. If actual payroll was higher than the estimate, or landed in more expensive classifications, you get a bill for additional premium. If it was lower, you get a return.
The workers' comp ...
Search for "FMLA certification" and you get two unrelated things mixed together. Half the results are about the medical certification form an employee's health care provider fills out. The other half are training programs that promise to make you a certified FMLA administrator. If you are in HR and looking for a credential, you want the second kind, and you should know exactly what it is before you pay for one.
The short version: there is no government-issued FMLA
An employee tells her supervisor on Monday that she needs surgery next month. From that moment, a clock is running, and it is yours, not hers. Most writing on FMLA notice requirements covers what the employee has to tell the employer. This article covers the other direction: the four notices the regulations require the employer to give, when each is due, what each must say, and what happens when one is late or missing.
The source is one regulation, 29 CFR 825.300.
Workers' comp class codes look like an insurance detail that belongs to the agent and the carrier. In practice, HR and payroll control most of the information that decides them: job titles, job duties, where people work, and how their pay is recorded. When that information is wrong or out of date, the policy is priced on the wrong codes, and the error usually surfaces at the premium audit as an unexpected bill.
This guide explains how class codes work, which rating bureau sets them ...
When an employee is hurt on the job and misses work, the wage-loss benefits the carrier pays depend on how the claim classifies the employee's disability at that moment. In the first weeks, that is usually temporary total disability (TTD): the employee can't work at all while recovering. When the employee goes back to restricted work at lower pay, the claim usually shifts to temporary partial disability (TPD). Later, once recovery plateaus, any lasting ...
The form comes back from the doctor's office with half the boxes empty and "as needed" written where the frequency should be. The manager wants the leave denied. The rules for what happens next are specific, and nearly every one has a number of days attached.
The FMLA medical certification form is the employer's main tool for confirming that leave is for a serious health condition. This article covers the full cycle under 29 CFR 825.305 through 825.313: requesting
The certification came back on Monday. It is complete, it supports the leave, and the employee is already out. What you do in the next five business days decides whether those absences count against the 12 weeks, whether you can require a doctor's release before the employee returns, and whether a later dispute is about the leave or about your paperwork.
The FMLA designation notice is the document that settles those questions. This article covers the timing rule in
An injured employee's first money question is usually "How much will I get?" The second, often asked a few weeks later when the first check arrives, is "Do I owe taxes on this?" The short answer is that workers' compensation benefits paid under a workers' comp law are not taxable income. The longer answer, and the one HR needs, is that almost everything the employer adds around those benefits is taxable: salary continuation above the statutory benefit, top-up pay, PTO used to fill the gap, ...
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