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	<title>Human Resource Blog</title>
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	<link>http://www.humanresourceblog.com</link>
	<description>Where HR Professionals Seek Answers</description>
	<pubDate>Wed, 16 May 2012 21:02:05 +0000</pubDate>
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		<title>salary employees</title>
		<link>http://www.humanresourceblog.com/2012/05/16/salary-employees/</link>
		<comments>http://www.humanresourceblog.com/2012/05/16/salary-employees/#comments</comments>
		<pubDate>Wed, 16 May 2012 21:02:05 +0000</pubDate>
		<dc:creator>hrlady</dc:creator>
		
		<category><![CDATA[Benefits]]></category>

		<category><![CDATA[Compensation]]></category>

		<category><![CDATA[Human Resources Management]]></category>

		<category><![CDATA[Labor Laws]]></category>

		<category><![CDATA[Exempt deductions]]></category>

		<guid isPermaLink="false">http://www.humanresourceblog.com/2012/05/16/salary-employees/</guid>
		<description><![CDATA[ 
Yes. If this is an exempt salaried employee, the employer is not required to pay for any week in which the employee performs no work, such as when he or she is on vacation.
 
 
 If this is a nonexempt salaried employee and the employer’s policy provides for one week of paid vacation, [...]]]></description>
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		</item>
		<item>
		<title>FMLA Notification Days Allowed</title>
		<link>http://www.humanresourceblog.com/2012/05/16/fmla-notification-days-allowed/</link>
		<comments>http://www.humanresourceblog.com/2012/05/16/fmla-notification-days-allowed/#comments</comments>
		<pubDate>Wed, 16 May 2012 20:50:35 +0000</pubDate>
		<dc:creator>hrlady</dc:creator>
		
		<category><![CDATA[Attendance Management]]></category>

		<category><![CDATA[Human Resources Management]]></category>

		<category><![CDATA[Labor Laws]]></category>

		<category><![CDATA[FMLA]]></category>

		<guid isPermaLink="false">http://www.humanresourceblog.com/2012/05/16/fmla-notification-days-allowed/</guid>
		<description><![CDATA[ 
The Family and Medical Leave Act (FMLA) requires employees to notify the employer of the need for FMLA leave 30 days in advance, or as soon as is practicable, if the need for the leave is not known 30 days in advance. When the need for leave is unforeseeable, the employee must still give [...]]]></description>
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		</item>
		<item>
		<title>Transition from PT to FT vacation accrual</title>
		<link>http://www.humanresourceblog.com/2012/05/16/transition-from-pt-to-ft-vacation-accrual/</link>
		<comments>http://www.humanresourceblog.com/2012/05/16/transition-from-pt-to-ft-vacation-accrual/#comments</comments>
		<pubDate>Wed, 16 May 2012 20:29:55 +0000</pubDate>
		<dc:creator>hrlady</dc:creator>
		
		<category><![CDATA[Benefits]]></category>

		<category><![CDATA[Human Resources Management]]></category>

		<category><![CDATA[Labor Laws]]></category>

		<category><![CDATA[vacation]]></category>

		<guid isPermaLink="false">http://www.humanresourceblog.com/2012/05/16/transition-from-pt-to-ft-vacation-accrual/</guid>
		<description><![CDATA[ 
Neither federal nor state law requires employers to provide vacation, paid or unpaid. Employers who choose to offer this benefit are permitted to establish their own eligibility requirements, including length of service, number of hours worked, etc. 
 
 
 It sounds like your policy states that an employee must work full-time hours for [...]]]></description>
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		</item>
		<item>
		<title>california family rights act</title>
		<link>http://www.humanresourceblog.com/2012/05/15/california-family-rights-act/</link>
		<comments>http://www.humanresourceblog.com/2012/05/15/california-family-rights-act/#comments</comments>
		<pubDate>Tue, 15 May 2012 21:20:30 +0000</pubDate>
		<dc:creator>hrlady</dc:creator>
		
		<category><![CDATA[Attendance Management]]></category>

		<category><![CDATA[Benefits]]></category>

		<category><![CDATA[Human Resources Management]]></category>

		<category><![CDATA[Labor Laws]]></category>

		<category><![CDATA[CFRA]]></category>

		<category><![CDATA[FMLA]]></category>

		<guid isPermaLink="false">http://www.humanresourceblog.com/2012/05/15/california-family-rights-act/</guid>
		<description><![CDATA[ 
The California Family Rights Act (CFRA) provides eligible employees of covered employers with the right to take leave to care for their own or a family member’s serious health condition. Although similar to the federal Family and Medical Leave Act (FMLA), there are some differences, such as CFRA allows leave for registered domestic partners, [...]]]></description>
		<wfw:commentRss>http://www.humanresourceblog.com/2012/05/15/california-family-rights-act/feed/</wfw:commentRss>
		</item>
		<item>
		<title>Maternity leave</title>
		<link>http://www.humanresourceblog.com/2012/05/15/maternity-leave/</link>
		<comments>http://www.humanresourceblog.com/2012/05/15/maternity-leave/#comments</comments>
		<pubDate>Tue, 15 May 2012 21:03:49 +0000</pubDate>
		<dc:creator>hrlady</dc:creator>
		
		<category><![CDATA[Benefits]]></category>

		<category><![CDATA[Human Resources Management]]></category>

		<category><![CDATA[Labor Laws]]></category>

		<category><![CDATA[California leave laws]]></category>

		<guid isPermaLink="false">http://www.humanresourceblog.com/2012/05/15/maternity-leave/</guid>
		<description><![CDATA[ 
California employers with 5 or more employees must provide pregnant women with up to 4 months of pregnancy disability leave (PDL), which can be used before or after the birth, followed by 12 weeks of California Family Rights Act (CFRA) leave, for baby bonding after the birth. During the CFRA leave, either the employer [...]]]></description>
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