Compliance Stuff

Every HR pro knows this little workplace miracle. Just as your office or plant is winding down for Memorial Day—or some other prime-time long weekend— boom : your employee’s chronic condition suddenly flares up like a Roman candle. What timing. A total and complete coincidence, right? Enter Andrew, who worked as a conductor for CSX Railroad and a chap whose story I highlighted at my recent FMLA & ADA Master Class [ see recording details below ]. Andrew’s FMLA leave (coincidentally) clustered around holidays, and CSX relied in part on that holiday timing and broader aggregate statistics to support its suspicion that something was amiss. Like so many employers, especially those in the transportation industry, CSX pulls its hair out over the throngs of employees who call out for FMLA around the holidays. So, CSX investigated Andrew and a number of other employees whose FMLA leave clustered around these same holidays to determine if they were playing fast and loose with FMLA time. But ...

’Twas the week after the holidays… ’Twas the week after the holidays, when all through the office, The parties were over, but not every consequence. The bonuses were issued, the PTO was spent, But those few awkward moments can become a lament. While the winter holidays may be winding down, the real workplace challenges often emerge  after  the decorations come down. New complaints surface, feelings about bonuses linger, and questions arise about any new changes implemented by the organization. To help employers manage the post-holiday fallout (and start the new year on steady footing), here are some seasonally inspired reminders to keep in mind. Silent Night? Not Quite: When Holiday Issues Surface Later Holiday gatherings may be over, but concerns often arise days or even weeks afterward. Take employee complaints seriously, regardless of whether the incident occurred weeks ago. Investigate promptly and ensure all complaints are handled consistently. Avoid common missteps, such...

Quick Hits Workers who are Christian, Jewish, Hindu, and Buddhist will mark religious celebrations in December 2025. Employers must grant valid religious accommodation requests unless it would impose a substantial burden on the business. In considering  time off requests , employers balance business demands with legal obligations. Employees might ask for time off or breaks for religious observances or to complete prayers at designated times. Typical religious accommodations during the holiday season include telework, flexible scheduling, shift adjustments or swapping, and exceptions to the dress code . One example of accommodating time off for religious reasons is when non-Christian employees agree to work on Christian holidays, or non-Jewish employees agree to work on Jewish holidays, allowing staffing levels to remain adequate for the business. Some employees do not drink alcohol for religious reasons, so companies hosting holiday parties may want to make attendance voluntar y an...