Robert Dietrich
Bob Dietrich is an instructor on a wide variety of human resources issues with the Graduate School USA, as well as a consultant with RGS, Inc. He has served as the chief negotiator on master and interim term agreements, and inside consultant to management on labor and employee relations issues, and he has represented management before arbitrators on cases ranging from removal, suspensions, performance evaluations, travel claims, and contract interpretations. He is available to provide training at your location or to serve as a consultant on a variety of HR topics.
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.
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?
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.
Family Medical Leave (FMLA) Title I vs. Title II
The Family Medical Leave Act (FMLA) was enacted into law in 1993 to allow up to 12 weeks of time off for employees to care for themselves or immediate family members who had a serious medical condition. FMLA is not an antidiscrimination law, it is an entitlement law and a very complex one at that.
The Family and Medical Leave Act: Curbing Intermittent Abuse
The author outlines some common scenarios he has seen employees take to try to “game the system” when using FMLA and some solutions for dealing with them.
Managing Telework – Travel and Inclement Weather
In part III of the series on managing telework, the author addresses the questions that can arise with respect to telework and inclement weather.
Managing Telework – Overtime
In part II of the series on managing telework, the author examines the potential problems that telework can bring for compliance with the Fair Labor Standards Act (FLSA).
Managing Telework and Locality Pay
The use of telework or flexi-place has become an attractive feature for both employees and management for a variety of different reasons. However, a poorly administered program can be more of a burden than the problem one may be trying to solve.
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