Episode 59: The Proliferation of Mental Health-Related Leaves, the Dangers of Dr. SummerOff and our Obligations under the FMLA

As we continue through Mental Health Awareness Month (and always), leaders must support our employees' mental health journeys and continue to emphasize that their mental health matters!We also are approaching the beginning of summer.😎 Beach.🏖️ Mountains.🌄 Lakes.🌊 A lot of employees like to get away from the office or from work and enjoy as much of summer as they can. Some of those employees also want to take off more time than they have. And, be aware that they may seek the assistance of Dr. SummerOff - the health care provider who has no problem providing a note clearing employees from work, whether warranted or not. 🩻💡It is crucial that leaders understand certain responsibilities related to an employee's disclosure of a potentially FMLA-qualifying condition.💡 Those obligations include:1️⃣ Recognizing a request for FML A leave when neither the letters F, M, L or A nor the words "leave of absence" are used;2️⃣ Knowing which absences can (and by implication, cannot) be documented;3️⃣ Understanding an employee's reinstatement rights following leave and exceptions to that reinstatement requirement; 4️⃣ Appreciating the importance of neither discriminating nor retaliating against an employee for either taking or requesting leave; and5️⃣ Realizing the absolute importance of communication with HR or the People Team about employees disclosures.As always, thank you so much for watching, for commenting and for sharing.❤️🫶🙏 #leadership #mentalhealth #mentalhealthawarenessmonth #FMLAThanks so much for watching, commenting and sharing!Apple PodcastsSpotifyInstagramYoutubeDuane Morris LLP Duane Morris Institute