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
-
Failure to Promote, Low Pay Increase Weren’t Due to EEOC Charge
An employer’s decision not to promote and to provide only a low pay increase were lawful for an employee...
-
FMLA: A Primer for HR
The Family and Medical Leave Act is complex, but it is manageable when HR develops robust policies, trains managers...
-
Home Depot’s Rounding Policy for Payroll Is OK
Home Depot’s policy of rounding employees’ time punched in and out to the nearest quarter hour does not violate...
-
SEC’s Investment Advice Proposal Upends Fiduciary Debate
As the future of the Obama administration’s fiduciary advice rule remains in doubt, the U.S. Securities and Exchange Commission...
-
Chicago Public Schools Allegedly Requested Work During FMLA Leave
Allegations that an employer requested that a job assignment be completed during Family and Medical Leave Act time off...
-
4 Ways for HR to Overcome Aging Workforce Issues
The aging of the U.S. workforce has been called the “silver tsunami.” Ten thousand Baby Boomers turn 65 every...
-
Should New Blood Pressure Guidelines Alter Wellness Incentives?
New guidelines have sharply increased the number of Americans who could be classified as having high blood pressure. But...
-
SHRM-Supported Alliance Launched to Protect Employer-Sponsored Health Benefits
The Society for Human Resource Management and other leading employer organizations have launched the Partnership for Employer-Sponsored Coverage, an...
0 Comments