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The Complexities of FMLA
The author says that FMLA is not an anti-discrimination law, it is an entitlement law and a very complex one. He walks through some hypothetical scenarios to help explain some of these complexities.
Articles by Robert Dietrich | Older Articles »
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An Ever Widening Skills Gap
The author says that necessary training for human resources employees is not taking place, thus hampering the ability to hire and retain outstanding new employees for the federal workforce.
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Family Medical Leave Act (FMLA) and the Americans with Disabilities Act (ADA)
The author says that while the Family Medical Leave Act and the Americans with Disabilities Act are separate laws, they complement each other under certain conditions. He advises managers to be aware of the nuances of each law to properly determine when to apply each law in personnel situations.
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Family Medical Leave Act (FMLA) Certification
The author says that most of the time, managers should not deny FMLA requests, but he says there are some rare instances when it is prudent to do so.
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Suitability: When Conduct and Character Come Into Question
“Suitability” refers to identifiable character traits and conduct sufficient to decide whether an individual is likely or not likely to be able to carry out the duties of a federal job with appropriate integrity, efficiency, and effectiveness. The author considers some recent, real-life examples of why this is important.
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FMLA: How Serious Is It, and What Does the Law Say?
The FMLA laws can be confusing. The author poses a hypothetical scenario to help explain what would happen for an employee who requests FMLA leave because her adult daughter was injured in an accident.
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Reasonable Accommodation and Attendance
The Americans with Disabilities Act requires an agency to reasonably accommodate the known physical or mental limitations of a qualified employee with a disability. But how does this factor into an employee’s attendance at work?
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More on FMLA: Do Siblings Qualify for Leave? Maybe
The Family and Medical Leave Act (FMLA) allows eligible employees to take up to 12 weeks of protected leave each year to care for a family member who has a serious health condition. The Department of Labor changed the law in June 2010 clarifying the definition of a son or daughter. The author offers explanation of the changes.
About Robert Dietrich
Bob spent 37 years in federal human resources and resources management. His career includes many years with the US Department of Labor in Boston, the Defense Contract Audit Agency in Lowell, MA, and the Interstate Commerce Commission in Washington, DC.
Bob has a BA in Economics from SUNY Geneseo, and two graduate degrees from SUNY-Albany, and Central Michigan University in Management.
He is a certified mediator from the Justice Center in Atlanta, GA and a mediator with the Boston Federal Executive Board’s Shared Neutrals Program. He also holds certifications in arbitration case preparation and presentation from the American Arbitration Association, and has represented management before arbitrators, MSPB, and the FLRA.
Bob is also the recipient of the Distinguished Service Medal and the Meritorious Service Medal, DCAA’s two highest awards for achievement, as well as an exceptional achievement awards from the Secretary of Labor.
Bob also serves on the alumni advisory board for the Institute for the International Education of Students in Chicago, IL, the Board of Directors of the Greg’s Grant Scholarship through the Greater Worcester Community Foundation, and the Auxiliary Board of Emerson Hospital in Concord, MA.