Child Labor Certificate
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School's back in session! You may have already received time-off requests for parents to attend school-related activities. Or maybe your employee informed you he was entitled to take leave for after-school pick-up every day (no, this is not really a thing).
While the employee who thought there was mandated leave for school pick-ups was mistaken, many states and localities have enacted specific school-related leave laws for extracurricular activities, school conferences, etc. In other jurisdictions, it falls under the paid sick leave law. When you get a request, be sure you understand what you are required to provide an employee – and what your employee is required to provide you. How much advanced notice are you entitled to? Can you request documentation?
Keep in mind, even if a state/locality does not require school-related leave, all employers should consider the following best practices when managing employees with school-aged children:
While the employee who thought there was mandated leave for school pick-ups was mistaken, many states and localities have enacted specific school-related leave laws for extracurricular activities, school conferences, etc. In other jurisdictions, it falls under the paid sick leave law. When you get a request, be sure you understand what you are required to provide an employee – and what your employee is required to provide you. How much advanced notice are you entitled to? Can you request documentation?
Keep in mind, even if a state/locality does not require school-related leave, all employers should consider the following best practices when managing employees with school-aged children:
Disability accommodation issues rarely arrive as formal requests. More often, they begin with a casual comment about a medical condition, an attendance concern, a workplace injury, or a need for flexibility. Recognizing these moments is critical because they may trigger the employer’s obligation to engage in the interactive process.
One common mistake is waiting for an employee to use specific words such as “reasonable accommodation.” The law does not require magic language. If an employee indicates that a medical condition is affecting their ability to work, managers should involve HR promptly.
One common mistake is waiting for an employee to use specific words such as “reasonable accommodation.” The law does not require magic language. If an employee indicates that a medical condition is affecting their ability to work, managers should involve HR promptly.