Planning for PFML Five Things Employers Need to Know as the Kickoff Date Approaches

C OVID-19 has created an extraordinary level of uncertainty and anxiety for businesses across the world. Since March, coundess employers have been forced to dedicate just about all their energy and resources to sustaining a viable business in the face of mandatory closures, layoffs and furloughs, an...

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Bibliographic Details
Published inBusinessWest Vol. 37; no. 12; pp. 37 - 39
Main Authors Gannon, John, Murphy, Meaghan
Format Trade Publication Article
LanguageEnglish
Published Chicopee BusinessWest 26.10.2020
Subjects
Americans with Disabilities Act 1990-US
Discipline
Employees
Employers
Employment
Labor law
Performance management
Terminations
Workforce
United States > US
Massachusetts
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Summary:C OVID-19 has created an extraordinary level of uncertainty and anxiety for businesses across the world. Since March, coundess employers have been forced to dedicate just about all their energy and resources to sustaining a viable business in the face of mandatory closures, layoffs and furloughs, and ever-changing reopening regulations and guidelines. [...]any adverse action taken against an employee during or within six months of PFML leave is presumed to be unlawful interference or retaliation. [...]employers' expectations for performance and workplace conduct, and the consequences for failing to meet those expectations, should be clearly defined, and employers should document all such failures in a timely manner.
ISSN:1049-9822