Constangy partner Jill Stricklin was quoted in a March 20 SHRM article on avoiding FMLA eligibility determination missteps.
The article discusses FMLA eligibility for remote workers, determining if there is a serious health condition, and how training can help lessen the chance of failure to recognize FMLA leave. Stricklin discusses how previous period employment may also be overlooked. “Unlike the hours-of-service requirement, the 12 months of service need not be consecutive,” says Stricklin in the article. “Months worked in previous periods of employment must be counted, unless there has been a break in service of more than seven years.”
Stricklin is an experienced employment law counselor, litigator and appellate advocate. She helps clients prevent and defend employment-related claims. Stricklin represents employers in proceedings before federal and state courts and administrative agencies. Her litigation experience includes defending claims involving discrimination, harassment and retaliation, wage and hour violations, and employee leave issues, as well as representing employers in contract disputes regarding employment agreements and restrictive covenants. She also advises employers on thorny personnel matters to ensure compliance with employment laws and regulations. Stricklin’s experience includes counseling on individual employment decisions, developing employment policies and training programs, and assisting employers with workforce reductions. She regularly presents and publishes for human resources and in-house counsel audiences.
To access the article online, click here.