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Maria Reed

Tip Tuesday: Common Pitfalls of Absence Management

As an absence management administrator for more than eight years, I’ve seen numerous issues that continue to plague companies administering employee leaves of absence. I don’t blame them - it’s complex! A lot of these issues are avoidable; understanding them will make leave administration program easier. For this reason, many companies hire us to train their staff, update their policies, or outsource their absence management to us.

I’ve compiled a list of common mistakes that we help companies overcome while reforming their leave management program:

It's Not Me - It's You: How to Break Up With Your Employees

Relationships—both personal and professional— can be complicated. Just like first dates, job interviews offer candidates the chance to show a prospective em­ployer the best possible version of themselves: smart, charming, funny, and responsible. As an employer, you ask exploratory questions about a candidate’s background, education, interests, and goals for the fu­ture to see if it’s a good fit. If you both agree that it is, you start a relationship.

Breakup options abound

Focus on Vulnerable Workers Means More ADA Claims

The Equal Employment Opportunity Commission (EEOC) and the U.S.

What You Need to Know About the Proposed Healthy Families Act

As employers struggle to keep up with the multitude of paid sick leave laws that were passed in the last several years, President Obama has asked Congress to pass the "Healthy Families Act." The proposed “Healthy Families Act,” which states it is “in the national interest to ensure all Americans can care for their own health and the health of their families while prospering at work,” is the lengthiest and most comprehensive of all bills introduced. It applies to all employers with 15 or more employees.

The Best Resolution for the New Year

Every New Year brings the tradition of making resolutions—whether it’s to lose weight, save money, volunteer more, or travel. While those are admirable personal resolutions, companies should have their own resolutions to ensure their businesses are on track for the upcoming year. A top priority should be to get your Family and Medical Leave Act (FMLA) program in compliance.

Why is FMLA compliance important?

Webinar Recording: Onsite FMLA Investigations are the New Norm. Are You Prepared?

According to the Wall Street Journal, Family Medical Leave Act (FMLA) lawsuits tripled from 2012 to 2013. In addition, the Department of Labor (DOL) is stepping up their enforcement this year, including more onsite visits by federal investigators. Given the complexities of the FMLA, many companies do not realize they are making costly mistakes until it's too late. Are you administering leave correctly?

Congress Mulls Compulsory Paid Leave

In this Words on Wise article, Maria Reed, FHSG's leave expert, discusses the recent proposed legislation that could affect employers if they get passed. It may make sense for them to review their employee leave benefits.

Chronic Illnesses: A Plague on Both Houses

With the implementation of the Affordable Care Act (ACA), there has been extensive speculation that Americans with chronic illnesses will be not only the biggest beneficiaries of the healthcare law, but also its biggest threat if not enough healthy customers sign up for insurance to balance out the healthcare costs of sick individuals. 

In this Words on Wise Management article, Absence Management expert, Maria Reed discusses chronic illnesses and how they can impact your organization.

Ding, Dong, DOMA's Dead. What about those ruby slippers?

The recent ruling regarding the Defense of Marriage Act (DOMA) has affected more than 1,000 federal benefits and laws. In this month's issue of Words on Wise Management, FMLA expert Maria Reed discusses how organizations should learn from these modified laws by updating some of their own policies and reevaluating their company culture. 

Are you communicating enough when it comes to the FMLA?

The Family and Medical Leave Act (FMLA) requires a minimal amount of information to be posted in prominent areas of the workplace and included in employee policy manuals. In addition, the law requires information to be communicated to employees after they have provided notice of their need for leave. Some employers think the minimum is sufficient when it comes to the FMLA. My advice: Do more than what is required under the law.