Have a question? Call us today!
419-893-3000 or toll free at 1-800-882-7042.
“The EA Hotline is a fantastic resource because in the world of HR, laws are ever changing. It is a comfort to know that the EA is just a quick phone call away! When those sticky HR issues occur, it is nice to know you have reliable assistance with the EA professionals. Second opinions and advice are always a positive thing!
Another perk of the hotline is their response time. We all know HR issues pop up without notice, and it is great to have a resource where you are confident their responses will be prompt and reliable. I could not thank the EA enough. They have helped me, as a young HR professional, in so many ways.”
– Jessica Sheline, JK-Co.
As a member of The Employers’ Association, you have ready access to our staff of professionals. We routinely handle calls, requests, and problems on all matters dealing with employer/employee relations. We will promptly answer your question. Where else can your managers call to receive reliable assistance without the pressure of a “time meter?”
The EA Limited Legal Hotline is intended to allow for a quick, free consultation with an experienced employment lawyer about a legal issue. It is not intended to be relied on as in-depth legal analysis, and no attorney-client relationship is established through Legal Hotline consultations.
– Interviewing Questions
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Limited Legal Hotline
Not sure if your question needs an attorney’s opinion? Try our Limited Legal Hotline and talk with a local labor attorney for FREE!
Here’s How the Limited Legal Hotline Works:
- Contact the EA office first, via phone or e-mail.
- If your question or issue cannot be answered by the EA’s resources or is of a more legal nature and would best be answered by an attorney, we will ask you if you would like your question sent on to an attorney. If you would like to use your limited legal hotline, you will be contacted by a local labor attorney who will assist you with your questions.
- The attorney will provide limited legal service to you at no cost. There is a 3-question, or 2-hour limit to this service.
- If your inquiry requires additional time or legal resources, you will be so advised.
Call our Research Department at 419-893-3000 or 1-800-882-7042, or
Frequently Asked Questions:
- Private-sector employer, with 50 or more employees in 20 or more workweeks in the current or preceding calendar year, including a joint employer or successor in interest to a covered employer;
- Public agency, including a local, state, or Federal government agency, regardless of the number of employees it employs; or
- Public or private elementary or secondary school, regardless of the number of employees it employs
Click HERE to check out The Employer’s Guide to FMLA provided by the United States Department of Labor for further information!
A: It depends! What does your handbook policy say? If your handbook states anything about running vacation and FML concurrently being restricted, then you must follow the handbook. If it is silent on the issue, it is the company’s decision to how they want to handle the situation.
Had the situation been raised before and what did you do? It is best practice to be handling the situation consistently throughout the company.
It is generally acceptable to allow your employees to use their vacation time during the unpaid FML.
A: The current salary is $23,660, set in 2004.