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Cloaks and Daggers: Religious Accommodations
What if your employee showed up wearing a cloak to work and informs you it’s for a religious accommodation? How would you respond? Are you required to accommodate? See how Riley, the HR Director, handled one such situation. Read more.
Stay Up to Date on the Latest Employment Legal Updates
You have an employee who has been working for you for 6 years. Today he approached HR and asked to take time off to spend time with his grandmother who is in an in-home care facility for Alzheimer’s disease.
He has worked for you for at least 12 months and 1,250 hours in the previous year, so you have no question that he is eligible for leave. You employ over 100 employees, therefore you are a covered employer. However, you do not see “grandmother” listed as a family member under FMLA definitions. In addition, you are not sure why he needs time off to care for a family member, since she is being cared for at an in-patient care facility.
How should you handle this issue?
Deny the leave. A grandmother is not considered a family member under FMLA rules.
Approve the leave. His parents could not care for him as a child, so his grandmother raised him in her home. While he is not providing her direct care, he is offering her psychological comfort during the onset of Alzheimer’s disease.
Deny the leave. He does not need to take time off since the in-patient care facility is providing the care for this individual.
Does your company foster a bully free workplace? It is the responsibility of the employer to recognize and take action against this disruptive and often harmful behavior. What can you do to avoid workplace bullying? Check out this month’s manager training to find out.