Thank You Letters

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Entrepreneurship porn paints pretty picture, glosses over danger

Entrepreneurship porn paints pretty picture, glosses over dangerEntrepreneurship porn paints pretty picture, glosses over dangerTomas Chamorro-Premuzic has been teaching MBA students for more than 15 years.When he first started teaching, all his students wanted to work for corporate giants like Goldman Sachs, IBM, and Unilever.A decade later, Google, Facebook, Apple and Amazon were the big draws.Now, he told me when we spoke by phone in July, the vast majority tell me, You know, Im going to be a startup guy. Im launching something. Im going to create the next big X, Y, Z.Who are we to crush their spirits? Chamorro-Premuzic said. But I think we have a responsibility to inform people that the probability of attaining that is really, really, really low, and that to actually attain it, theyre going have to sacrifice so many things.Today, Chamorro-Premuzic is a psychology professor at Columbia University and the chief talent scientist at Manpower. In one of the opening chapters to his 201 7 book, The Talent Delusion, he explains why many ambitious young Americans today would be better off working for an established company than trying to build their own geschftsleben.And yet many of these young Americans are hypnotlageized by stories of entrepreneurs who, against the odds, made it big. Even if theyre not prepared - personally or professionally - to launch a business, they forge ahead anyway.People feel like, Oh, I have an idea. I dont like the idea of having a boss. Im going to be the next Elon Musk, Chamorro-Premuzic said. Its not that easy.Telling people youre an entrepreneur is sexyThe rate of new-company failure in the US is unclear. In 2017, USA Today highlighted data from the Bureau of Labor Statistics, showing that about 20% of new businesses survive longer than one year. In fact, according to BLS data, that number hasnt budged since 1995.But entrepreneurship is notoriously hard to define. Do mom-and-pop businesses count? Or is it just high-potential ventur es? Failure is even harder to define What if a startup pivots or downsizes?Still, Chamorro-Premuzics observations about entrepreneurial overeagerness are echoed by academics and business people alike.Morra Aarons-Mele, the founder of Women Online and The Mission List, appears to have coined the term entrepreneurship porn in a 2014 Harvard Business Review article, to describe an airbrushed reality in which all work is always meaningful and running your own business is a way to achieve better work/life harmony.In the article, she makes the point that entrepreneurship is hardly as liberating as it can seem Starting a company doesnt mean being freed from the grind it means that the buck stops with you, always, even if its Sunday morning or Friday night.When Aarons-Mele launched her companies, I just wanted to make a living, she told me, and she knew that I just never wanted to go an arbeitszimmer again for 10 hours a day. But a couple years in, something changed.I drank the Kool Aid, Aa rons-Mele said, of being not just an entrepreneur, but a woman entrepreneur. It welches sexy. She started going to conferences and speaking at events for founders.It was only after I realized that I did not want to scale, that really becoming this sort of entrepreneur with a capital E would make me have to live a lifestyle that I didnt want, that I became a happy small business owner instead.Aarons-Mele knows firsthand that the word entrepreneur can sound infinitely more appealing than small-business owner. She suspects that can play a big role in peoples desire to scale their company, and quickly. That is to say, entrepreneurship can be as much about the founders ego as anything else.Its a very American thing to be an entrepreneur, Aarons-Mele said. Small business implies small. Its a lot of what ambitious people might even want to escape versus create.Too many aspiring founders think entrepreneurship is about diving inThen theres the problematic notion that starting a business is all about taking risks.Theres something a little bit inherent in a lot of founders psyches of, Youve just got to dive in, that its the type of thing that you cant go and learn about before you do it, said Noam Wasserman. The common misconception is that you have to fail, learn from that, pick yourself back up.Wasserman is the founding director of the Founder Central Initiative at the University of Southern Californias Marshall School of Business. When we spoke by phone in June, he told me that this myth heads off at the pass any of that inclination to go and learn before you go and dive in.Wassermans observations recall those of Wharton professor Adam Grant. In his 2016 book, Originals, Grant wrote that, contrary to popular belief, the fruchtwein successful entrepreneurs dont quit their day job to start a company. One University of Wisconsin study found that entrepreneurs who kept their day jobs were 33% less likely to fail than those who dont.Recent research also reveals just how important it is to wait until you have enough experience before building a company.An MIT study found the average age of a successful startup founder is 45. The study authors found that work experience explains much of the age advantage. They write in the Harvard Business Review, Relative to founders with no relevant experience, those with at least three years of prior work experience in the same narrow industry as their startup were 85% more likely to launch a highly successful startup.Indeed, Chamorro-Premuzic said that technical expertise in the area where youre founding a company is one of the most underrated attributes of a successful entrepreneur.Its your baby, your everythingI asked a few entrepreneurs to tell me about their experiences, about how entrepreneurship porn had (or hadnt) influenced their decision to launch a company.Sophie Kahn took a relatively cautious approach As she told Business Insiders Libby Kane, she kept her job at Marc Jacobs while developing the plans for AUrate New York, the jewelry company she co-founded with Bouchra Ezzahraoui and thats raised $2.6 million. Entrepreneurship, she learned, was both harder and easier than shed anticipated.Harder, because its truly all-consuming and you never ever have a day off. Its your baby, your everything, and always with you, she wrote in an email.And easier, because it doesnt feel like work in the sense that its your passion and you want to work on it, and of course since youre free to make your own choices and set your own schedule.Jen Rubio left her job at Warby Parker a few years before cofounding direct-to-consumer luggage company Away, which has raised a total of $81 million. But Rubio says she and her cofounder, Steph Korey, another Warby Parker alum, learned a lot from their experience there Being on the ground floor of an early-stage startup with that mentality allowed us both to build something entirely new every day, Rubio wrote in an email.Rubios best advice for anyone considerin g starting a business is to be really specific about why youre doing it and what problems youll be able to solve in a meaningful way for your customers dont start a business just because you think you have have a great idea.Passion can become your perilAnother persistent myth about entrepreneurship is that, once youve got the product and financing in place, the people stuff will come naturally. Many entrepreneurs, Wasserman said, are completely oblivious to the importance of the people side - i.e. who you hire and how you manage your company.For example, some entrepreneurs figure that theyre already best friends with their cofounder, so everything should be fine. Unfortunately, those happen to be the least stable of founding teams, Wasserman said.But perhaps the most destructive misconception around entrepreneurship is the importance of passion.At the start of every semester, Wasserman asks his students How important is passion for the entrepreneurial magic?We get a resounding, Pas sion is critical. Passion is going to be the main ingredient that is going to enable me to go and succeed as a founder, Wasserman said. Then he presents them with a case study that drives home to them that passion can become your peril.Specifically, Wasserman said, passion can mislead you into thinking youre readier to start a company than you are, or make you believe that your idea is more valuable than it is. You have to really go and grab the founders by the lapels and have them think deeper about these people issues, Wasserman said, where the person that theyre dealing with is themselves.This article first appeared on Business Insider.

This is the number of drinks to have on a first date if you want a second one

This is the number of drinks to have on a first date if you want a second oneThis is the number of drinks to have on a first date if you want a second oneOn balance, Millennials and Gen Zers are drinking considerably less than their elders did at their age. The reportedly self-obsessed generation, fear to have drunken lapses of judgment posted on social media so profoundly that they have surged the sales of non-alcoholic booze by 3.9% in onlyfive short years.Social media increases accountability for ones actions. People like to control their public renommee on social media since it is permanent rather than ephemeral. Embarrassing moments are no longer moments, but posted in perpetuity for all to see without engaging in damage control, reports Pamela Rutledge, who is the director of the Media Psychology Research Center in California. This, in chorus with marijuanas recent rebranding as the cure-all, personality steroid, contributes to a steady decline in boozing, barring a few specif ic occasions. In reference to the stuff, the late Christopher Hitchens once called it the only worthwhile miracle in the new testament, going on in the same breath to brilliantly note At Oxford one was positively expected to take wine during tutorials. The tongue must be untied.From the portrait of the writer, sleepily burning the candle at both ends, to the urbane rock musician, to the cultivated bohemian, Wanna bestattungs a drink? is historys most successful cold open. These sentiments are reflected in a massive new study of Millennial drinking habits by Alcohol.org.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreOne, too fewThe researchers behind the new study began by indexing the practical benefits of choosing a bar for a first date location. The statistic heavy intro might have done too well to denounce boozing as an important and valuable cultural bedrock-viable too. Theres nothing wor se than finding out youre conversing with a dud while locked into a four-course meal. Its easier to manage time with alcohol two drinks max then Ill tell this truther that I have work early in the morning.The survey of 1,002 participants establishes booze as the preferred social lubricant, as many respondents confessed to a little pre-gaming before dates. Twenty-percent of surveyees have at least one beer before meeting their date, with 13% admitting to chugging two. For most people, the volume flowed at higher volumes throughout the actual date.Although a modest, 10% of tee tolling dates ended up going all the way, moderation seemed to be the key factor for scoring second dates. If the survey is indicative of a larger trend, you might want to consider adopting a two-drink maximum if you want to see your paramour again, considering participants that occasioned this number dually evidenced the highest rates of success. One of the respondents, an unidentified male, aged 31, reported t hat this number seemed to strike the perfect balance between relaxed and level headed.It makes sense to apply a linear correlation between the number of drinks and the quality of the date, but further investigation unmasked this as precarious. For some this was true, 51% of dates that consumed five or more drinks ended up going home with one another. However, respondents would also increase their alcohol consumption if they were simply having a bad time. Thirty-one percent of male respondents reported doing so in fact, compared to the 43% of female respondents that reported decreasing their consumption. These two ostensibly separate statistics meld to recall the dangerously uneven dating playing field.When I was hesitant about getting plastered on my 21st birthday, a female friend of mine hastened to remind me of how limited the privilege is. The authors behind the study seconded this goading with the following,Womens inclination to curb their drinking may be attributed to a general effort to keep their wits about them in the presence of a stranger. Recent police data from the U.K. revealed a 450%-spike over five years in rapes related to online dating specifically, 85% of which were suffered by women. Meeting up with someone you dont know can be risky and the more sober you are, the better off you may be.The report went unto reveal that men prefer their dates to drink a little more than women did. This isnt exclusively by reason of predatory motives, but there is certainly a long-established and celebrated game plan that includes sharpening the male appeal by dulling the female perception. The survey results accentuate five drinks as the maximum for consent-giving-abilities, this median being notably more nuanced among female responders.

Network Administrator Sample Job Description

Network Administrator Sample Job DescriptionNetwork Administrator Sample Job DescriptionNetwork Administrator Sample Job DescriptionThisnetwork administratorsample job description can assist in your creating a job application that will attract job candidates who are qualified for the job. Feel free to revise this job description to meet your specific job duties and job requirements.Network Administrator Job ResponsibilitiesMaintains computing environment by identifying network requirements installing upgrades monitoring network performance.Network Administrator Job DutiesEstablishes network specifications by conferring with users analyzing workflow, access, information, and security requirements designing router administration, including interface configuration and routing protocols.Establishes network by evaluating network performance issues including availability, utilization, throughput, goodput, and latency planning and executing the selection, installation, configuration, and te sting of equipment defining network policies and procedures establishing connections and firewalls.Maintains network performance by performing network monitoring and analysis, and performance tuning troubleshooting network problems escalating problems to vendor.Secures network by developing network access, monitoring, control, and evaluation maintaining documentation.Prepares users by designing and conducting training programs providing references and support.Upgrades network by conferring with vendors developing, testing, evaluating, and installing enhancements.Meets financial requirements by submitting information for budgets monitoring expenses.Updates job knowledge by participating in educational opportunities reading professional publications maintaining personal networks participating in professional organizations.Protects organizations value by keeping information confidential.Accomplishes organization goals by accepting ownership for accomplishing new and different requests exploring opportunities to add value to job accomplishments.Network Administrator Skills and QualificationsNetwork Performance Tuning, LAN Knowledge, Network Design and Implementation, Problem Solving, Strategic Planning, Multi-tasking, Quality Focus, Coordination, Technical Understanding, Quick Study, Technical ZealFind out more about recruiting trends intheIT industry. Employers Post a job in minutes to reach candidates everywhere. Job Seekers Search Network Administrator Jobs and apply on now. Learn more abouthow to hireWriting a Job Description Reign in Job RequirementsEvaluate a Job Candidates Social SkillsInterviewing Gaffes and Recruiting Disasters

Maybe Its Time to Start Thinking Small

Maybe Its Time to Start Thinking SmallMaybe Its Time to Start Thinking SmallThebig advantages I found working at a smaller company.Its true that the majority ofopportunitiescome from larger companies. Obviously, theyhave mora positions to fill. And because they have better name recognition,they easilysnag top candidates. But many smaller companies are unfairly overlooked. This isbecause peopledont know about them or think the benefits of working for a smaller company wont be as good. Heres why thats just nottrue.The ability to get noticed.In a larger company, the people above you usually dont havethe power to offer you a raise or a promotion. When youre at asmaller place, there areless people between you and the executives. If you do a good job, youre more likely to getnoticed by the people who are actually able to advance your career.Greater job satisfaction.Small businesses usually giveemployees more of a say in how things are done. If you have the opportunity to help make the comp any the best it can be, youre more likely to feel attached to itand what it represents. In the long run,youll be happier and more fulfilled.More control over your position.When you work for a small company, its usually more flexible and laid back than a larger one and roles are less likely to be set in stone. If you see things you can improve, whether by altering your current position or taking on new responsibilities, you can bring your ideasup and take a more active role inhow the company operates.Betteropportunities for growth.When you work in a small business, you have more opportunity to move around and try out different roles. This is a great learning opportunity that could be beneficial in the future. The more you know, the more marketable you will be if you ever decide to find another position.Morepersonal connections.In larger companies, its unusual for all employees to know each other. Lots of times, employees donteven know all of the employees in theirdepartment. But if y oure working at a smaller place, youre much more likely to know everyone in the company. And youll be able to build more effectiverelationships.

The Lost Secret of Skill Based Resume

The Lost Secret of Skill Based Resume Write clearly, avoiding jargon a hiring manager may not understand. If youre able to do that, an employer will surely notice. The summary statement on top of your resume is your very first opportunity to earn a wonderful impression with the hiring manager. Do you need a better executive resume. Fortunately, there are various resources available to assist you format and compose a resume. There are 3 major resume formats employed for writing the resumes. In a resume the choice of a layout is vital. For instance, a number of office and client service based jobs will ask you know some simple office computer software such as Microsoft Word and Microsoft Excel. If You Read Nothing Else Today, Read This Report on Skill Based Resume If youve had a substantial number of jobs and you would prefer to spell out the experience youve gained in total. If you dont have any work experience still, you should check at other kinds of resumes. It is pos sible to make use of these skills lists throughout your job search practice. A skills based resume is often needed while the job posting asks for lots of certain qualifications that should be listed.Irrespective of where you include your skills section on your resume, you can be confident that the hiring manager is likely to find it and definitely likely to ask about doing it. Naturally, each job will call for unique abilities and experiences, so make certain you read the work description carefully and concentrate on the skills listed by the employer. A hiring manager will be searching for skills which are the absolute fruchtwein relevant to the job accessible. Is it going to be a hiring manager for an established business or a startup or someone who you know for a lengthy moment. The Tried and True Method for Skill Based Resume in Step by Step Detail Lastly, you enter your greatest level of education. Candidates who wish to prevent coming across as overqualified. Chronolog ical resumes arent the very best fit for fresh graduates due to the fact that they dont have a lot of expertise in the very first location. You should be able to spell out the material in terms which are both accessible and meaningful to the students. Your summary will describe the variety of your experience and ought to briefly mention what youre especially great at. Rather than that, you use the name of a particular skill for each heading. If your work requires you to use a wide selection of talents and abilities, this could be more clear in a skills-based resume than in a chronological resume. In a skill based resume youre also permitted to mention your employment but be certain that you mention it towards the conclusion of the resume. Soft abilities, on the flip side, arent simple to quantify. Remember you will get a chance to talk more regarding the skills later on in your resume. The skills section should concentrate on the skills that can assist you in handling the cu stomer troubles and working efficiently under stress. Your skills section stipulates a window into how much capability you may bring to the corporation. Using Skill Based Resume The employers may have run into similar resume designs in their expertise, so its very important to modify the resume template so it appears distinct from the common one particular. The recruiters might have come across very similar resume patterns inside their expertise, so its critical to modify the resume template to make certain that it appears distinct from the normal 1. Creating your resume is crucial. Developing your resume is essential. Keep in mind that youre attempting to offer your experience, and for many, a skills-based resume is a great means to do that. Skill based resumes are ideal for people who are making an attempt to earn a few changes in their career and looking out for several other alternatives. Therefore, its much better to highlight your abilities and the simple fact you ha ve acquired multiple talents, instead of drawing attention to how youve jumped from place to position. The absolute most important point to take away from this is that selecting and understanding the acceptable skills for the position is the main thing. Skill Based Resume Help There are a number of simple tweaks that may make a functional resume advantageous There are three sorts of resumes, each with its own benefits and pitfalls. In this manner, specific abilities and capabilities are emphasized to underline the work seekers abilities. Your transferable abilities, often called soft abilities, are skills you can apply to any job you might do, no matter the specifics. The Fight Against Skill Based Resume Thus, learn whether this lesser-known resume style is appropriate for you. There are styles of preparing your skills section that may still show you in the very best light. So make sure that you have a great idea on what your audience will like. Within this CV format, you r skills are your main selling point so make certain the absolute most important ones are emphasised in your private statement.

What is FMLA Paying Employees on Family Leave

What is FMLA Paying Employees on Family LeaveSearch FMLA Paying Employees on Family Leave Share this articleTwitterLinkedinFacebookemail What is FMLA, and how does it work? Employee Rights Under FMLAFamily and Medical Leave What is FMLA? In 1993, President Clinton signed the Family Medical Leave Act (FMLA), which allows eligible employees to take up to 12 weeks of unpaid leave for childbirth, adoption, foster care, to care for a child, parent, or spouse with a serious medical condition, or if the employee themselves has serious medical condition. Who is covered by FMLA? The U.S. Department of Labors Employment Standards Administrations Wage and Hour Division enforces FMLA. FMLA applies to all public agencies, including state and local governments, and local education agencies such as schools. In the private sector, FMLA also applies to employers with 50 employees within 75 miles of the worksite, who have employed 20 or mora workweeks in the current or preceding calendar year. M ost federal and congressional employees are under the jurisdiction of the U.S. sekretariat of Personnel Management (OPM) or Congress. Tzu siche are guidelines to who is eligible for FMLA benefits. An eligible employee is one who works for a covered employer and has worked for 12 months or more. This includes anyone working at least 1,250 hours during the preceding 12 months. FMLA employees also must work in the United States or in any territory of the United States. How Does FMLA Work?When leave is foreseeable, an employee must provide the employer with at least 30 days bedrngnislageice or as much notlageice as is practicable. Foreseeable events would include scheduled surgery, adoption, or the birth of a child. An employer may require medical certification of a serious health condition from the employees health care provider, periodic reports of the employees status, and intent to return to work. In addition, the employer can ask for the employee to provide a fitness-for-duty cert ification prior to returning to work. Employees may take FMLA in the gestalt of a reduced work schedule or intermittently. Intermittent leave is not an entitlement under FMLA. Supervisors and department heads may choose to grant such a request to assist an employee in coping with their reason for the leave. A number of states have separate family leave statutes whose regulations may differ from the voreingestellt FMLA. Employers must comply with the more beneficial provision.Health Benefits MaintenenceThe FMLA provisions start when the employee first goes on leave. It requires your employer to keep your job open while you are gone, although it does not require your employer to pay you during this time. Under most circumstances, an employee may elect or the employer may require the use of any accrued paid leave (vacation, sick, personal, etc.) for periods of unpaid FMLA leave. If the employee has health insurance coverage through the employers group health plan, the employer is re quired to maintain coverage for the duration of the FMLA leave. If applicable, arrangements will need to be made for employees to pay their share of health insurance premiums while on leave. The employer cannot require pre-payment. The regulations state that if an employee does not meet the agreed upon date for payment of the premium, he or she has a 30-day grace period during which provision of health coverage will not be affected. If coverage lapses for nonpayment of premium coverage or if the employee elects not to retain his or zu sichbei group health care benefits while on leave, the health care benefits must be restored with the saatkorn plan upon return with no restrictions.Job ProtectionThe law requires that when the employee returns from FMLA leave, the employee is entitled to be restored to the saatkorn or an equivalent job. An equivalent job is one with equivalent pay, benefits, responsibilities, etc. Taking leave will not result in the loss of employment benefits accrued prior to the date that the leave begins. The law does not entitle you to continue to accrue seniority or otzu sich benefits while on unpaid FMLA leave. However, employees must return to employment with the same benefits, at the same levels, as existed when the leave commenced. Employers must post a notice in a visible and common area of the organization that outlines FMLAs basic provisions. If an FMLA notice is not posted companies are subject to a civil money penalty. Employers are also prohibited from discriminating against or interfering with employees who take FMLA leave. Examples illustrating FMLA Cherbeiie will go on maternity leave soon. She has 10 days of vacation and sick pay remaining. She has short-term disability insurance that covers 66.7 percent of her salary starting the third week and continuing through the 12th week of her leave. Because of the FMLA, Cherie is entitled to 12 weeks of unpaid leave. In this circumstance, however, Cheries company policy dictates th at she is paid herentire salary for 10 days (her remaining sick leave), and two-thirds of her salary through the 12th week.Deborah is also about to go on maternity leave. She has one week of sick time remaining. Her company offers six weeks of short-term disability at 66.7 percent (two-thirds) of her salary. She, too, is entitled to 12 weeks of unpaid leave through the FMLA. During the first seven weeks she would be covered by her company plan the remaining five weeks bringing the total time to 12 weeks she would be covered by the FMLA. So, in Deborahs case, the first week would be sick time (full pay) the next six weeks would be disability (two-thirds pay), and the final five weeks would be FMLA leave (no pay).Related Salary.com Content The 9 Worst Types of Employees 5 Unconventional Tips for Negotiating Your Salary A Work-from-Home Argument Your anfhrer Cant Refuse From our trusted Partners From our trusted Partners Home Articles FMLA Paying Empl oyees on Family LeaveWhat is FMLA Paying Employees on Family LeaveSearch FMLA Paying Employees on Family Leave Share this articleTwitterLinkedinFacebookemail What is FMLA, and how does it work? Employee Rights Under FMLAFamily and Medical Leave What is FMLA? In 1993, President Clinton signed the Family Medical Leave Act (FMLA), which allows eligible employees to take up to 12 weeks of unpaid leave for childbirth, adoption, foster care, to care for a child, parent, or spouse with a serious medical condition, or if the employee themselves has serious medical condition. Who is covered by FMLA? The U.S. Department of Labors Employment Standards Administrations Wage and Hour Division enforces FMLA. FMLA applies to all public agencies, including state and local governments, and local education agencies such as schools. In the private sector, FMLA also applies to employers with 50 employees within 75 miles of the worksite, who have employed 20 or more workweeks in the current or prec eding calendar year. Most federal and congressional employees are under the jurisdiction of the U.S. Office of Personnel Management (OPM) or Congress. There are guidelines to who is eligible for FMLA benefits. An eligible employee is one who works for a covered employer and has worked for 12 months or more. This includes anyone working at least 1,250 hours during the preceding 12 months. FMLA employees also must work in the United States or in any territory of the United States. How Does FMLA Work?When leave is foreseeable, an employee must provide the employer with at least 30 days notice or as much notice as is practicable. Foreseeable events would include scheduled surgery, adoption, or the birth of a child. An employer may require medical certification of a serious health condition from the employees health care provider, periodic reports of the employees status, and intent to return to work. In addition, the employer can ask for the employee to provide a fitness-for-duty certi fication prior to returning to work. Employees may take FMLA in the form of a reduced work schedule or intermittently. Intermittent leave is not an entitlement under FMLA. Supervisors and department heads may choose to grant such a request to assist an employee in coping with their reason for the leave. A number of states have separate family leave statutes whose regulations may differ from the standard FMLA. Employers must comply with the more beneficial provision.Health Benefits MaintenenceThe FMLA provisions start when the employee first goes on leave. It requires your employer to keep your job open while you are gone, although it does not require your employer to pay you during this time. Under most circumstances, an employee may elect or the employer may require the use of any accrued paid leave (vacation, sick, personal, etc.) for periods of unpaid FMLA leave. If the employee has health insurance coverage through the employers group health plan, the employer is required to maintain coverage for the duration of the FMLA leave. If applicable, arrangements will need to be made for employees to pay their share of health insurance premiums while on leave. The employer cannot require pre-payment. The regulations state that if an employee does not meet the agreed upon date for payment of the premium, he or she has a 30-day grace period during which provision of health coverage will not be affected. If coverage lapses for nonpayment of premium coverage or if the employee elects not to retain his or her group health care benefits while on leave, the health care benefits must be restored with the same plan upon return with no restrictions.Job ProtectionThe law requires that when the employee returns from FMLA leave, the employee is entitled to be restored to the same or an equivalent job. An equivalent job is one with equivalent pay, benefits, responsibilities, etc. Taking leave will not result in the loss of employment benefits accrued prior to the date that t he leave begins. The law does not entitle you to continue to accrue seniority or other benefits while on unpaid FMLA leave. However, employees must return to employment with the same benefits, at the same levels, as existed when the leave commenced. Employers must post a notice in a visible and common area of the organization that outlines FMLAs basic provisions. If an FMLA notice is not posted companies are subject to a civil money penalty. Employers are also prohibited from discriminating against or interfering with employees who take FMLA leave. Examples illustrating FMLA Cherie will go on maternity leave soon. She has 10 days of vacation and sick pay remaining. She has short-term disability insurance that covers 66.7 percent of her salary starting the third week and continuing through the 12th week of her leave. Because of the FMLA, Cherie is entitled to 12 weeks of unpaid leave. In this circumstance, however, Cheries company policy dictates that she is paid herentire salary for 10 days (her remaining sick leave), and two-thirds of her salary through the 12th week.Deborah is also about to go on maternity leave. She has one week of sick time remaining. Her company offers six weeks of short-term disability at 66.7 percent (two-thirds) of her salary. She, too, is entitled to 12 weeks of unpaid leave through the FMLA. During the first seven weeks she would be covered by her company plan the remaining five weeks bringing the total time to 12 weeks she would be covered by the FMLA. So, in Deborahs case, the first week would be sick time (full pay) the next six weeks would be disability (two-thirds pay), and the final five weeks would be FMLA leave (no pay).Related Salary.com Content The 9 Worst Types of Employees 5 Unconventional Tips for Negotiating Your Salary A Work-from-Home Argument Your Boss Cant Refuse From our trusted Partners From our trusted Partners Home Articles FMLA Paying Employees on Family LeaveWhat is FMLA P aying Employees on Family LeaveSearch FMLA Paying Employees on Family Leave Share this articleTwitterLinkedinFacebookemail What is FMLA, and how does it work? Employee Rights Under FMLAFamily and Medical Leave What is FMLA? In 1993, President Clinton signed the Family Medical Leave Act (FMLA), which allows eligible employees to take up to 12 weeks of unpaid leave for childbirth, adoption, foster care, to care for a child, parent, or spouse with a serious medical condition, or if the employee themselves has serious medical condition. Who is covered by FMLA? The U.S. Department of Labors Employment Standards Administrations Wage and Hour Division enforces FMLA. FMLA applies to all public agencies, including state and local governments, and local education agencies such as schools. In the private sector, FMLA also applies to employers with 50 employees within 75 miles of the worksite, who have employed 20 or more workweeks in the current or preceding calendar year. Most federal a nd congressional employees are under the jurisdiction of the U.S. Office of Personnel Management (OPM) or Congress. There are guidelines to who is eligible for FMLA benefits. An eligible employee is one who works for a covered employer and has worked for 12 months or more. This includes anyone working at least 1,250 hours during the preceding 12 months. FMLA employees also must work in the United States or in any territory of the United States. How Does FMLA Work?When leave is foreseeable, an employee must provide the employer with at least 30 days notice or as much notice as is practicable. Foreseeable events would include scheduled surgery, adoption, or the birth of a child. An employer may require medical certification of a serious health condition from the employees health care provider, periodic reports of the employees status, and intent to return to work. In addition, the employer can ask for the employee to provide a fitness-for-duty certification prior to returning to work . Employees may take FMLA in the form of a reduced work schedule or intermittently. Intermittent leave is not an entitlement under FMLA. Supervisors and department heads may choose to grant such a request to assist an employee in coping with their reason for the leave. A number of states have separate family leave statutes whose regulations may differ from the standard FMLA. Employers must comply with the more beneficial provision.Health Benefits MaintenenceThe FMLA provisions start when the employee first goes on leave. It requires your employer to keep your job open while you are gone, although it does not require your employer to pay you during this time. Under most circumstances, an employee may elect or the employer may require the use of any accrued paid leave (vacation, sick, personal, etc.) for periods of unpaid FMLA leave. If the employee has health insurance coverage through the employers group health plan, the employer is required to maintain coverage for the duration of the FMLA leave. If applicable, arrangements will need to be made for employees to pay their share of health insurance premiums while on leave. The employer cannot require pre-payment. The regulations state that if an employee does not meet the agreed upon date for payment of the premium, he or she has a 30-day grace period during which provision of health coverage will not be affected. If coverage lapses for nonpayment of premium coverage or if the employee elects not to retain his or her group health care benefits while on leave, the health care benefits must be restored with the same plan upon return with no restrictions.Job ProtectionThe law requires that when the employee returns from FMLA leave, the employee is entitled to be restored to the same or an equivalent job. An equivalent job is one with equivalent pay, benefits, responsibilities, etc. Taking leave will not result in the loss of employment benefits accrued prior to the date that the leave begins. The law does not e ntitle you to continue to accrue seniority or other benefits while on unpaid FMLA leave. However, employees must return to employment with the same benefits, at the same levels, as existed when the leave commenced. Employers must post a notice in a visible and common area of the organization that outlines FMLAs basic provisions. If an FMLA notice is not posted companies are subject to a civil money penalty. Employers are also prohibited from discriminating against or interfering with employees who take FMLA leave. Examples illustrating FMLA Cherie will go on maternity leave soon. She has 10 days of vacation and sick pay remaining. She has short-term disability insurance that covers 66.7 percent of her salary starting the third week and continuing through the 12th week of her leave. Because of the FMLA, Cherie is entitled to 12 weeks of unpaid leave. In this circumstance, however, Cheries company policy dictates that she is paid herentire salary for 10 days (her remaining sick lea ve), and two-thirds of her salary through the 12th week.Deborah is also about to go on maternity leave. She has one week of sick time remaining. Her company offers six weeks of short-term disability at 66.7 percent (two-thirds) of her salary. She, too, is entitled to 12 weeks of unpaid leave through the FMLA. During the first seven weeks she would be covered by her company plan the remaining five weeks bringing the total time to 12 weeks she would be covered by the FMLA. So, in Deborahs case, the first week would be sick time (full pay) the next six weeks would be disability (two-thirds pay), and the final five weeks would be FMLA leave (no pay).Related Salary.com Content The 9 Worst Types of Employees 5 Unconventional Tips for Negotiating Your Salary A Work-from-Home Argument Your Boss Cant Refuse From our trusted Partners From our trusted Partners Home Articles FMLA Paying Employees on Family LeaveWhat is FMLA Paying Employees on Family LeaveSear ch FMLA Paying Employees on Family Leave Share this articleTwitterLinkedinFacebookemail What is FMLA, and how does it work? Employee Rights Under FMLAFamily and Medical Leave What is FMLA? In 1993, President Clinton signed the Family Medical Leave Act (FMLA), which allows eligible employees to take up to 12 weeks of unpaid leave for childbirth, adoption, foster care, to care for a child, parent, or spouse with a serious medical condition, or if the employee themselves has serious medical condition. Who is covered by FMLA? The U.S. Department of Labors Employment Standards Administrations Wage and Hour Division enforces FMLA. FMLA applies to all public agencies, including state and local governments, and local education agencies such as schools. In the private sector, FMLA also applies to employers with 50 employees within 75 miles of the worksite, who have employed 20 or more workweeks in the current or preceding calendar year. Most federal and congressional employees are unde r the jurisdiction of the U.S. Office of Personnel Management (OPM) or Congress. There are guidelines to who is eligible for FMLA benefits. An eligible employee is one who works for a covered employer and has worked for 12 months or more. This includes anyone working at least 1,250 hours during the preceding 12 months. FMLA employees also must work in the United States or in any territory of the United States. How Does FMLA Work?When leave is foreseeable, an employee must provide the employer with at least 30 days notice or as much notice as is practicable. Foreseeable events would include scheduled surgery, adoption, or the birth of a child. An employer may require medical certification of a serious health condition from the employees health care provider, periodic reports of the employees status, and intent to return to work. In addition, the employer can ask for the employee to provide a fitness-for-duty certification prior to returning to work. Employees may take FMLA in the f orm of a reduced work schedule or intermittently. Intermittent leave is not an entitlement under FMLA. Supervisors and department heads may choose to grant such a request to assist an employee in coping with their reason for the leave. A number of states have separate family leave statutes whose regulations may differ from the standard FMLA. Employers must comply with the more beneficial provision.Health Benefits MaintenenceThe FMLA provisions start when the employee first goes on leave. It requires your employer to keep your job open while you are gone, although it does not require your employer to pay you during this time. Under most circumstances, an employee may elect or the employer may require the use of any accrued paid leave (vacation, sick, personal, etc.) for periods of unpaid FMLA leave. If the employee has health insurance coverage through the employers group health plan, the employer is required to maintain coverage for the duration of the FMLA leave. If applicable, a rrangements will need to be made for employees to pay their share of health insurance premiums while on leave. The employer cannot require pre-payment. The regulations state that if an employee does not meet the agreed upon date for payment of the premium, he or she has a 30-day grace period during which provision of health coverage will not be affected. If coverage lapses for nonpayment of premium coverage or if the employee elects not to retain his or her group health care benefits while on leave, the health care benefits must be restored with the same plan upon return with no restrictions.Job ProtectionThe law requires that when the employee returns from FMLA leave, the employee is entitled to be restored to the same or an equivalent job. An equivalent job is one with equivalent pay, benefits, responsibilities, etc. Taking leave will not result in the loss of employment benefits accrued prior to the date that the leave begins. The law does not entitle you to continue to accrue se niority or other benefits while on unpaid FMLA leave. However, employees must return to employment with the same benefits, at the same levels, as existed when the leave commenced. Employers must post a notice in a visible and common area of the organization that outlines FMLAs basic provisions. If an FMLA notice is not posted companies are subject to a civil money penalty. Employers are also prohibited from discriminating against or interfering with employees who take FMLA leave. Examples illustrating FMLA Cherie will go on maternity leave soon. She has 10 days of vacation and sick pay remaining. She has short-term disability insurance that covers 66.7 percent of her salary starting the third week and continuing through the 12th week of her leave. Because of the FMLA, Cherie is entitled to 12 weeks of unpaid leave. In this circumstance, however, Cheries company policy dictates that she is paid herentire salary for 10 days (her remaining sick leave), and two-thirds of her salary t hrough the 12th week.Deborah is also about to go on maternity leave. She has one week of sick time remaining. Her company offers six weeks of short-term disability at 66.7 percent (two-thirds) of her salary. She, too, is entitled to 12 weeks of unpaid leave through the FMLA. During the first seven weeks she would be covered by her company plan the remaining five weeks bringing the total time to 12 weeks she would be covered by the FMLA. So, in Deborahs case, the first week would be sick time (full pay) the next six weeks would be disability (two-thirds pay), and the final five weeks would be FMLA leave (no pay).Related Salary.com Content The 9 Worst Types of Employees 5 Unconventional Tips for Negotiating Your Salary A Work-from-Home Argument Your Boss Cant Refuse From our trusted Partners From our trusted Partners Home Articles FMLA Paying Employees on Family LeaveWhat is FMLA Paying Employees on Family LeaveSearch FMLA Paying Employees on Famil y Leave Share this articleTwitterLinkedinFacebookemail What is FMLA, and how does it work? Employee Rights Under FMLAFamily and Medical Leave What is FMLA? In 1993, President Clinton signed the Family Medical Leave Act (FMLA), which allows eligible employees to take up to 12 weeks of unpaid leave for childbirth, adoption, foster care, to care for a child, parent, or spouse with a serious medical condition, or if the employee themselves has serious medical condition. Who is covered by FMLA? The U.S. Department of Labors Employment Standards Administrations Wage and Hour Division enforces FMLA. FMLA applies to all public agencies, including state and local governments, and local education agencies such as schools. In the private sector, FMLA also applies to employers with 50 employees within 75 miles of the worksite, who have employed 20 or more workweeks in the current or preceding calendar year. Most federal and congressional employees are under the jurisdiction of the U.S. Offi ce of Personnel Management (OPM) or Congress. There are guidelines to who is eligible for FMLA benefits. An eligible employee is one who works for a covered employer and has worked for 12 months or more. This includes anyone working at least 1,250 hours during the preceding 12 months. FMLA employees also must work in the United States or in any territory of the United States. How Does FMLA Work?When leave is foreseeable, an employee must provide the employer with at least 30 days notice or as much notice as is practicable. Foreseeable events would include scheduled surgery, adoption, or the birth of a child. An employer may require medical certification of a serious health condition from the employees health care provider, periodic reports of the employees status, and intent to return to work. In addition, the employer can ask for the employee to provide a fitness-for-duty certification prior to returning to work. Employees may take FMLA in the form of a reduced work schedule or i ntermittently. Intermittent leave is not an entitlement under FMLA. Supervisors and department heads may choose to grant such a request to assist an employee in coping with their reason for the leave. A number of states have separate family leave statutes whose regulations may differ from the standard FMLA. Employers must comply with the more beneficial provision.Health Benefits MaintenenceThe FMLA provisions start when the employee first goes on leave. It requires your employer to keep your job open while you are gone, although it does not require your employer to pay you during this time. Under most circumstances, an employee may elect or the employer may require the use of any accrued paid leave (vacation, sick, personal, etc.) for periods of unpaid FMLA leave. If the employee has health insurance coverage through the employers group health plan, the employer is required to maintain coverage for the duration of the FMLA leave. If applicable, arrangements will need to be made fo r employees to pay their share of health insurance premiums while on leave. The employer cannot require pre-payment. The regulations state that if an employee does not meet the agreed upon date for payment of the premium, he or she has a 30-day grace period during which provision of health coverage will not be affected. If coverage lapses for nonpayment of premium coverage or if the employee elects not to retain his or her group health care benefits while on leave, the health care benefits must be restored with the same plan upon return with no restrictions.Job ProtectionThe law requires that when the employee returns from FMLA leave, the employee is entitled to be restored to the same or an equivalent job. An equivalent job is one with equivalent pay, benefits, responsibilities, etc. Taking leave will not result in the loss of employment benefits accrued prior to the date that the leave begins. The law does not entitle you to continue to accrue seniority or other benefits while on unpaid FMLA leave. However, employees must return to employment with the same benefits, at the same levels, as existed when the leave commenced. Employers must post a notice in a visible and common area of the organization that outlines FMLAs basic provisions. If an FMLA notice is not posted companies are subject to a civil money penalty. Employers are also prohibited from discriminating against or interfering with employees who take FMLA leave. Examples illustrating FMLA Cherie will go on maternity leave soon. She has 10 days of vacation and sick pay remaining. She has short-term disability insurance that covers 66.7 percent of her salary starting the third week and continuing through the 12th week of her leave. Because of the FMLA, Cherie is entitled to 12 weeks of unpaid leave. In this circumstance, however, Cheries company policy dictates that she is paid herentire salary for 10 days (her remaining sick leave), and two-thirds of her salary through the 12th week.Deborah is als o about to go on maternity leave. She has one week of sick time remaining. Her company offers six weeks of short-term disability at 66.7 percent (two-thirds) of her salary. She, too, is entitled to 12 weeks of unpaid leave through the FMLA. During the first seven weeks she would be covered by her company plan the remaining five weeks bringing the total time to 12 weeks she would be covered by the FMLA. So, in Deborahs case, the first week would be sick time (full pay) the next six weeks would be disability (two-thirds pay), and the final five weeks would be FMLA leave (no pay).Related Salary.com Content The 9 Worst Types of Employees 5 Unconventional Tips for Negotiating Your Salary A Work-from-Home Argument Your Boss Cant Refuse From our trusted Partners From our trusted Partners Home Articles FMLA Paying Employees on Family LeaveWhat is FMLA Paying Employees on Family LeaveSearch FMLA Paying Employees on Family Leave Share this articleTwitter LinkedinFacebookemail What is FMLA, and how does it work? Employee Rights Under FMLAFamily and Medical Leave What is FMLA? In 1993, President Clinton signed the Family Medical Leave Act (FMLA), which allows eligible employees to take up to 12 weeks of unpaid leave for childbirth, adoption, foster care, to care for a child, parent, or spouse with a serious medical condition, or if the employee themselves has serious medical condition. Who is covered by FMLA? The U.S. Department of Labors Employment Standards Administrations Wage and Hour Division enforces FMLA. FMLA applies to all public agencies, including state and local governments, and local education agencies such as schools. In the private sector, FMLA also applies to employers with 50 employees within 75 miles of the worksite, who have employed 20 or more workweeks in the current or preceding calendar year. Most federal and congressional employees are under the jurisdiction of the U.S. Office of Personnel Management (OPM) or Congress. There are guidelines to who is eligible for FMLA benefits. An eligible employee is one who works for a covered employer and has worked for 12 months or more. This includes anyone working at least 1,250 hours during the preceding 12 months. FMLA employees also must work in the United States or in any territory of the United States. How Does FMLA Work?When leave is foreseeable, an employee must provide the employer with at least 30 days notice or as much notice as is practicable. Foreseeable events would include scheduled surgery, adoption, or the birth of a child. An employer may require medical certification of a serious health condition from the employees health care provider, periodic reports of the employees status, and intent to return to work. In addition, the employer can ask for the employee to provide a fitness-for-duty certification prior to returning to work. Employees may take FMLA in the form of a reduced work schedule or intermittently. Intermittent leave i s not an entitlement under FMLA. Supervisors and department heads may choose to grant such a request to assist an employee in coping with their reason for the leave. A number of states have separate family leave statutes whose regulations may differ from the standard FMLA. Employers must comply with the more beneficial provision.Health Benefits MaintenenceThe FMLA provisions start when the employee first goes on leave. It requires your employer to keep your job open while you are gone, although it does not require your employer to pay you during this time. Under most circumstances, an employee may elect or the employer may require the use of any accrued paid leave (vacation, sick, personal, etc.) for periods of unpaid FMLA leave. If the employee has health insurance coverage through the employers group health plan, the employer is required to maintain coverage for the duration of the FMLA leave. If applicable, arrangements will need to be made for employees to pay their share of h ealth insurance premiums while on leave. The employer cannot require pre-payment. The regulations state that if an employee does not meet the agreed upon date for payment of the premium, he or she has a 30-day grace period during which provision of health coverage will not be affected. If coverage lapses for nonpayment of premium coverage or if the employee elects not to retain his or her group health care benefits while on leave, the health care benefits must be restored with the same plan upon return with no restrictions.Job ProtectionThe law requires that when the employee returns from FMLA leave, the employee is entitled to be restored to the same or an equivalent job. An equivalent job is one with equivalent pay, benefits, responsibilities, etc. Taking leave will not result in the loss of employment benefits accrued prior to the date that the leave begins. The law does not entitle you to continue to accrue seniority or other benefits while on unpaid FMLA leave. However, employe es must return to employment with the same benefits, at the same levels, as existed when the leave commenced. Employers must post a notice in a visible and common area of the organization that outlines FMLAs basic provisions. If an FMLA notice is not posted companies are subject to a civil money penalty. Employers are also prohibited from discriminating against or interfering with employees who take FMLA leave. Examples illustrating FMLA Cherie will go on maternity leave soon. She has 10 days of vacation and sick pay remaining. She has short-term disability insurance that covers 66.7 percent of her salary starting the third week and continuing through the 12th week of her leave. Because of the FMLA, Cherie is entitled to 12 weeks of unpaid leave. In this circumstance, however, Cheries company policy dictates that she is paid herentire salary for 10 days (her remaining sick leave), and two-thirds of her salary through the 12th week.Deborah is also about to go on maternity leave. S he has one week of sick time remaining. Her company offers six weeks of short-term disability at 66.7 percent (two-thirds) of her salary. She, too, is entitled to 12 weeks of unpaid leave through the FMLA. During the first seven weeks she would be covered by her company plan the remaining five weeks bringing the total time to 12 weeks she would be covered by the FMLA. So, in Deborahs case, the first week would be sick time (full pay) the next six weeks would be disability (two-thirds pay), and the final five weeks would be FMLA leave (no pay).Related Salary.com Content The 9 Worst Types of Employees 5 Unconventional Tips for Negotiating Your Salary A Work-from-Home Argument Your Boss Cant Refuse From our trusted Partners From our trusted Partners Home Articles FMLA Paying Employees on Family Leave