Employers should be aware that federal law protects certain absences such as those covered by the Family Medical Leave Act (FMLA). When designing an attendance policy, employers have to take pains to ensure they do not accidentally penalize employers for these kinds of absences. A common reason individuals take leave under FMLA is after the birth of a child. However, even if an attendance policy accounts for this situation, it is not always free of discrimination.
Estée Lauder in Hot Water Over Discriminatory Attendance Policy
Maternity leave is not a new concept, and the related absences fall squarely under FMLA. FMLA requires businesses to allow employees to take up to 12 weeks of unpaid leave after the birth of a child. Some companies take this a step further and offer paid leave. Estée Lauder is one such company, but their attendance policy has landed them in court.
The U.S. Equal Employment Opportunity Commission (EEOC) is suing the cosmetics giant for offering men less paid parental leave than they do for women. The crux of the suit centers on sex discrimination. Estée Lauder offers women six weeks of paid leave to bond with their new baby while only offering men two. In addition, Estée Lauder offers new mothers flexible return-to-work options after the six-week period ends but does not provide such benefit to new fathers. The Equal Pay Act of 1963 prohibits discrimination in pay or benefits based on sex. If the company offers women paid leave, they must offer men the same amount of paid leave as well. Unfortunately, Estée Lauder’s parental leave program does not comply with the law.
Review Attendance Policies Often
Estée Lauder’s lawsuit should serve as a cautionary tale for other businesses. Companies should review their attendance policies periodically to ensure they are not discriminatory. Actec can help businesses review their absence management policies and implement absence reporting programs free from discrimination. To learn more about the fine points of absence management, contact us.
Proper documentation is crucial to closing insurance claims with a positive outcome. As the saying goes, “if it’s not documented, it doesn’t exist!” That’s why insurance adjusters need a 
Employee wellness programs have taken the professional world by storm, and it is easy to see why. Wellness programs can attract talented job candidates, retain existing talent, and reduce absenteeism rates. Employees who have access to a wellness program also tend to be more loyal and committed to their work. This is because they feel like their employer cares about their health and well being and thus engage more in their tasks.
Insurance companies encounter a number of hurdles on their way to business success. Aside from the inherently competitive nature of the insurance field, companies must also remain compliant with strict regulations as well as meet growing customer expectations. An effective claims management process plays a significant role in a company’s relative success within the industry. In particular, a company’s claims management process needs to find ways to control costs, decrease incidents of fraud, and keep customers happy.
No-fault attendance policies are a popular method of absence management. Employers assign points to various attendance infractions: half a point for tardiness, half a point for leaving work early, and a whole point for absences. Once an employee reaches a certain number of points, the employer can discipline or fire the employee without investigating the reasons behind the attendance infringements. However, such uncompromising policies can backfire and create headaches for employers.
Insured drivers are usually under a significant level of stress when they first contact their insurance company to report a car accident. Their mind often races ahead, and they overwhelm themselves before the process begins. Insurance adjusters can calm frazzled nerves and help guide the insured through the claims process.
Implementing an attendance policy and establishing repercussions for absenteeism are an essential part of running a company. However, sometimes a little positive reinforcement is necessary. If employees are unmotivated and disengaged, there are several tactics employers can take to improve the office mood.
As Hurricane Irma recedes from Florida, residents begin to return to their homes to assess the damage. Insurance companies are on high alert, preparing to try to manage the influx of assignment of benefits (AOB) claims. Homeowners need to act fast and file their claims as soon as possible. Insurance experts are also cautioning homeowners to be wary of “bad actors.” These bad actors are individuals who swoop in after a disaster and offer home repair deals that seem too good to ignore.
With Harvey and Irma making landfall over the past 30 days and wildfire racing through the western states, all facets of the insurance industry are in overdrive. As Jose heads north and Maria further decimates the Caribbean, the importance of accurate first notice of loss can’t be overstated. Here at Actec we’ve had multiple Florida-based organizations move all of their calls to our center here in Atlanta. Some of them started as early as 7 days prior to the storm’s arrival.