As a Northwest temporary staffing agency, we know that when it comes to the Family and Medical Leave Act (FMLA), the language can be pretty vague – making the legislation ripe for abuse. For instance, an employee is eligible for FMLA leave to care for themselves or an immediate family member with “a serious health condition.”

But what constitutes a serious health condition?

The actual definition issued by the Department of Labor is confusing and ambiguous at best.

And unfortunately, since some employees believe they are entitled to FMLA leave for any illness or, even worse, as a safety net in case their vacation request is denied, it’s important for every employer in the Northwest and throughout the U.S. to clearly define eligibility requirements and rules regarding leave.

To help you fight FMLA abuse, here are 4 tips:

1. Create and post a written policy.

Have a written FMLA policy that explains employees’ rights and is published in your company handbook or posted somewhere within your offices.

One important detail to make clear is the fact that FMLA allows employers to require that the employee exhaust their paid vacation and sick days before taking any FMLA leave. Since employees typically don’t want to use up vacation time, this kind of language will help reduce abuse.

2. Ensure an employee is eligible for FMLA leave.

Employees are eligible for FMLA if they have been employed at the company for at least 12 months, have worked at least 1,250 hours, and if your company employs at least 50 people within 75 miles.

3. Develop a tracking system to monitor employees on FMLA leave.

Tracking leave can get complicated since employees are allowed to take intermittent time off or to reduce their work schedule. That means the leave might only be for a few days a week, or even just a few hours a day.

But in order to avoid any abuse, it’s important to be diligent about closely tracking and monitoring employees on FMLA leave. One way to do that is by creating a computer spreadsheet that easily allows you to calculate any intermittent leave or a reduced schedule.

4. Require certifications and re-certifications.

To qualify for leave, an employee can be required to submit a medical certification from their or their immediate family member’s healthcare provider to ensure the validity of the illness. The certification will give you important information about why the employee will be absent, when, and for how long.

If you doubt a certification’s validity, you can request a second opinion, although you, as the employer, will have to pay for it.

In addition, you can request a re-certification every 30 days, or in less than 30 days, if:

• You receive information that puts in doubt the employee’s stated reason for the leave.
• Circumstances described in the certification have changed dramatically.
• The employee requests an extension of their leave.

You can also require the employee to report on their status periodically and intent to return to work.

If you do have an employee who is taking FMLA leave, and you need temporary help to cover their position, Provisional can help. As one of the leading temporary staffing agencies in the Northwest, we can give you fast access to the skilled and dependable people you need, whether it’s for one day or one month.

Contact us today to learn more about our temporary staffing solutions.

Searching for a new job is stressful enough. But having your job hunt exposed to your boss can put your current position at risk – before you’re ready to jump ship. And with the economy still stagnating, there are no guarantees that you’ll find a new opportunity in a timely manner. To help you, here are some suggestions on how you can conduct an effective – and confidential – search for jobs in the Northwest:

1. Be discerning about where you send your resume.

Some job seekers take the approach of applying to every single opening under the sun. Not only is this not effective, it can also expose your job search much faster. So only apply to those Northwest jobs that you truly feel are the right fit for you, even if they are few and far between. Also, in your cover letter, let the employer know that your job search is confidential.

2. Keep your LinkedIn updates to a minimum.

If you’re regularly trying to polish your LinkedIn profile, and you’re connected to your boss or co-workers via the site, then they will be notified of those updates. Making a few edits is fine; everybody does it (or should be doing it) on an ongoing basis. But making numerous updates and getting recommendations week after week will most certainly shine a light on your job search.

3. Don’t use office equipment.

No matter how tempting it can be, don’t use any office equipment or systems, whether it’s the copier or the Internet, to conduct your job search. First, if those systems are monitored, then your job search will be exposed. Secondly, it’s just plain wrong to use resources belonging to your current employer for your job search. Instead, use your cell phone to check your email. And if you need to make a phone call, wait until your lunch break.

4. Dress carefully.

Warning bells will go off if your typical work outfit consists of jeans and a t-shirt and all of a sudden you start showing up wearing a suit and tie. So either build enough time into your schedule to go home and change, or bring a change of clothes with you.

5. Try not to disrupt your workday with job interviews.

If possible, try to schedule interviews after work or early in the morning. Hiring managers understand that you are currently employed and, as a result, some may be willing to schedule an interview at 7:30 a.m. or 5:30 p.m.

If that’s not possible, then try to use your lunch break for interviews. An interview may last longer than an hour, so you’ll need to let your current employer know that you will be using some personal time after lunch for an appointment.

Whatever you do, try to keep the disruption to your workday at a minimum. If you’re coming in late or leaving early regularly, without a good reason, your boss will begin to suspect you’re interviewing for jobs.

If you’re currently employed, and would like some help finding a new job, please contact Provisional. Not only can we uncover rewarding jobs in the Northwest that are a fit for your skills and personality, but all of our searches are conducted in a completely confidential manner. Contact us today if you’d like to get started.

As a Northwest employment firm, we know that changing jobs is a stressful time in your life. Not only will you be starting a new position where you’re the new kid on the block, but you must also take the difficult – and sometimes uncomfortable – step of resigning from your current position.

However, if you think all you have to do is walk into your supervisor’s office and announce “I quit,” you may want to think again. There’s a proper way to go about handling a resignation and the last thing you want to do is burn bridges, even if you don’t like your job, or your boss, very much.

So if you’re about to resign from your job, here are some tips to help you handle the situation:

Prepare a resignation letter.

You should prepare a formal resignation that states you are resigning and the date your resignation is effective. Don’t include any negative comments in your letter about your position, your boss, or your employer in general. The letter will likely be placed in your employee file, where managers or board members might read it and so you want to leave behind a positive impression. Also, you never know if you’ll need a reference from your employer in the future.

Give an appropriate amount of notice.

Typically, workers give 2-4 weeks notice, depending on their position. However, if you have a contract the states a different time period, then you must abide by that contract. However much notice you do give, be prepared for one of three things to happen:

• Your employer accepts your resignation and notice;
• Your employer asks you to stay on longer (you are under no obligation to do so unless you have a contract stating otherwise);
• Your employer asks you to leave immediately (don’t take it personally; it may simply be company policy due to things like security issues).

Give notice in person.

Don’t email your resignation letter to your manager. Schedule a meeting with him or her, or stop by their office at a time you know they’re not too busy to share your news and give them a copy of the letter.

Inform your co-workers.

Depending on how big the company is, you may want to inform your co-workers about your resignation in person or via email. Keep it simple and don’t brag about your new job. Remember, you’re trying to leave a favorable impression behind. Also, don’t tell any of your co-workers ahead of time that you are resigning until you tell your manager.

If you’re ready to resign from your current position, but need to find a new job first, please contact Provisional. Since 1994, we’ve been the Northwest’s leader in employment services, employing over 14,000 contract worker and placing over 6,000 direct-hire professionals with area companies. Contact us today to learn about how we can help you.

More and more Northwest companies are looking to temporary staffing in order to increase flexibility, improve productivity, and control costs. In fact, according to the Bureau of Labor Statistics, in February 2005, there was an average of 1.2 million temporary help workers employed everyday; by the third quarter of 2010, that number jumped to 2.6 million, the fastest recorded increase since the staffing industry began keeping statistics.

But gone are the days of temporary workers being uses solely for administrative or clerical work. Many of today’s temporaries are skilled professionals, from managers to accountants to marketing specialists. Moreover, according to the Society for Human Resource Management, the U.S. Department of Labor declared that temporary work is transitioning from low-skill level jobs to positions that require specialized expertise or training.

And in a time when you may still feel hesitant to hire more full-time staff, these skilled temporary workers can help you get the job done, while also driving profits at your company. Here’s how.

Increase flexibility.

Using temporary staffing allows you to respond to market demands quickly and seamlessly, without adding to your overhead. You can also get the professionals you need to cover maternity, vacation, or sick leaves. In addition, depending on your unique requirements, you can “hire” temporary workers to come in for a few hours a day, or full-time for several weeks or months.

Improve productivity.

If your company is operating at maximum capacity, temporary workers allow you to meet the demands of your customers, while ensuring your full-time employees don’t suffer from burnout. Mistakes, increased absenteeism, and lower productivity occur when employees feel overwhelmed and overworked. But when you use temporary staffing to handle the extra work, your core employees can focus on their main tasks and maintain efficiency in the process.

Control costs.

Since temporary workers are employed by the staffing agency, not by you, you don’t have to worry about salaries and expensive benefits. In addition, temporary staffing can assist you in reducing other overhead costs, such as overtime accrued by your full-time staff or severance payments associated with letting full-time staff go. And finally, when you no longer need the temporary worker, you can end the arrangement without having to worry about the negative publicity associated with company lay offs.

The bottom line is that temporary staffing can help you get the expertise and help you need for short-term projects or increases in demand, without incurring the costs of a regular, full-time employee.

If you’d like to learn more about how our temporary staffing services can help you drive profits at your Northwest company, please contact Provisional today. We can work with you to develop cost-effective solutions that meet your staffing needs and help your business grow.