Listener Q&A - We Answer Your Questions! FMLA Notes and Accommodations, Potential Age Discrimination, Leave of Absence Procedures

Send us Fan MailWelcome to another Listener Q&A with The Team at HR Stories! Today’s episode goes into these questions:We have an employee on FMLA who has been released back to work after surgery in about a month. Do we need to request a more current doctor's note closer to the return date or will the original note suffice? The employee is asking for an accommodation to work from home upon returning - if they were released with no restrictions and the position is not conducive to WFH, do we need to make this accommodation?Our CEO is constantly talking about the next generation being the future while talking about the current leadership’s generation in a negative way. Is this considered age discrimination?What are best practices when someone goes on leave of absence regarding their access to email, building keys, etc.?Email your questions to [email protected]!Support the showOur new book...The Ultimate Guide to HR: Checklists Edition is now AVAILABLE! Go to UltimateGuidetoHR.com to Get HR Right: and Avoid Costly Mistakes. Certified and approved for 3 SHRM Recertification Credits.Join the HR Team of One Community on Facebook or visit TeamAtHRstories.com and sign up for emails so you can be the first to know about new things we have coming up.You can also follow us on Instagram and TikTok at @HRstoriesPodcastDon't forget to rate our podcast, it really helps other people find it!Do you have a situation or topic you’d like the team to discuss? Are you interested in having Chuck or John talk to your team or Emcee your event?  You can reach the Team at  [email protected] for suggestions and inquiries.The viewpoints expressed by the characters in the stories are not necessarily that of The Team at HR Stories. The stories are shared to present various, real-world scenarios and share how they were handled by policy and, at times, law. Chuck and John are not lawyers and always recommend working with an employment lawyer to address concerns.