by Meagan | Jan 28, 2026 | Employment Law, FMLA, Human Resources, Time & Attendance
Yes. If no paid leave laws apply and you don’t offer any paid time off, you can deduct from an exempt employee’s salary for leave designated as Family and Medical Leave Act (FMLA), even if that leave is taken intermittently. FMLA leave is one of the instances in which...
by Meagan | Jan 6, 2026 | Time & Attendance
You can, but we generally recommend not tracking unless you’ve got a legitimate business reason for doing so. Most exempt employees don’t expect to have to track their hours and will likely bristle at the idea. After all, not having to punch a clock is considered one...
by Meagan | Jan 2, 2026 | Employment Law, Human Resources
No. When a leave of absence is “job protected,” like the Family and Medical Leave Act (FMLA), it means you can’t terminate or demote the employee or take away any benefit they earned or were entitled to because they took that time off. Upon their return, you generally...
by Meagan | Aug 18, 2025 | Employment Law, Human Resources, Time & Attendance
We have an employee out due to a work-related injury. Do we still need to send them Family and Medical Leave Act (FMLA) paperwork if they’re already on workers’ compensation? It depends. The FMLA and workers’ compensation serve different purposes. The FMLA provides...
by Meagan | May 12, 2025 | Human Resources, Time & Attendance
Yes. Employer-initiated contact during a protected leave is permissible, but it should be minimal and limited to necessary updates (like relocation of the workplace or a change in operating hours), confirmation of return dates, or expressions of goodwill. Occasional,...
Recent Comments