Can you allow an employee to take paid time off for leave that qualifies under the Family and Medical Leave Act but not designate it as FMLA leave? Recently, the Department of Labor (DOL) was asked for guidance on this very issue and, in opinion letter FMLA 2019-1-A, clearly answered no.
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Not all requests for accommodation or FMLA leave will fit into neat boxes like “pregnancy” or “knee surgery.” Because the ADA definition of a disability includes any impairment that affects a major life function, employers are starting to see some more creative requests around the margins. In Trautman v. Time Warner Cable Texas, LLC,
New Zealand parliament recently passed a law granting employees 10 days of extra paid leave each year for victims of domestic violence to change their living situations and not lose their jobs. According to some U.S. statistics, one in four women and one in nine men are victims of intimate partner violence every year. This