Start by reviewing any medical documentation to confirm that the employee has been released to return to work and determine if he or she has any physical limitations that would impact a work-from-home arrangement. Consider whether to require a doctor to certify that the employee is able to work in accordance with your normal fitness-for-duty policies.
Related Articles
-
Home Health Care Workers May Proceed for Denied Overtime Pay
Dismissing the notion that plaintiffs of a collective action under the Fair Labor Standards Act need to be identical,...
-
Fair Labor Standards Act Claims Remain Arbitrable
Claims under the Fair Labor Standards Act can be subject to arbitration, according to the 2nd U.S. Circuit Court...
-
Prior Salary Can’t Justify Gender Pay Disparity, Appeals Court Rules
A job applicant’s prior salary can’t be used to justify wage differences between male and female employees, the 9th...
-
Will Medical Marijuana Have a Place in Employee Health Plans?
With 29 states and the District of Columbia now allowing the use of medical marijuana, employee health plans may...
-
Senate Confirms Preston Rutledge to Lead Employee Benefits Security Administration
As 2017 ended, the U.S. Senate confirmed Preston Rutledge as the new assistant secretary of labor for the Employee...
-
7th Circuit Sanctions Business That Misclassified Workers
The 7th U.S. Circuit Court of Appeals sanctioned a construction business for filing a defective appeal of a lower...
-
Mandatory arbitration agreements prevent 60M U.S. workers from resolving employment disputes in court
By Pamela Wolf, J.D. A study released by the Economic Policy Institute finds that through the use of mandatory...
-
The FLSA After 80 Years: How Has It Changed and What Lies Ahead?
The Fair Labor Standards Act (FLSA) was enacted 80 years ago to improve working conditions in the United States....
0 Comments