29 CFR 825.215

Oct 1, 11
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  • (Regulations, 29 CFR 825.215(f)) Not having access to a company vehicle and diminished opportunities for overtime would not seem to be de minimis, .
  • Jan 26, 2009 – . to an employee who substitutes paid vacation leave for FMLA leave. Source: 29 CFR 825.215(c)(2); 73 FR 67934, November 17, 2008. .
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  • e-CFR Data is current as of September 15, 2011. Your single text-restricted . Title 29: Labor. PART 825—THE FAMILY . 825.215 Equivalent position. §&thnsp .
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  • 29 CFR 825.215 - Equivalent position. - Code of Federal Regulations - Title 29: Labor - Subpart B: Employee Leave Entitlements Under the Family and Medical .
  • 29 CFR 825.215(f). Working with employees who the plaintiff claimed she “did not get along with” arguably falls into that exception. October 11, 2006 in Statute .
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  • See 29 CFR 825.209(e) and 825.215(d). However, the employee has no greater right to benefits for the remainder of the plan year than an employee who has .
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  • 29 CFR 825.215 - Equivalent position :: Laws and legal information about hours and wages.
  • 2180, 2205-06 (1995), preamble to 29 CFR 825.207). . been entitled had the employee not taken the leave (see 29 USC 2614; 29 CFR 825.215(d)(2) and (4)). .
  • Nov 19, 2008 – However, FMLA leave and similar non-FMLA leaves must be treated the same for purposes of such bonuses. 29 CFR § 825.215(c)(2). .
  • Nov 17, 2008 – This page contains the Department of Labor's analysis of Family and Medical Leave Act regulation 29 CFR § 825.215 published in the Federal .
  • 1 answer29 C.F.R. 825.215(a). How the position to which you are returned is "funded" seems to me essentially irrelevant. On the other hand, the Regulations are equally .
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  • Jun 17, 2010 – See 29 CFR 825.209(e) and 825.215(d). In addition, such an employee has the right to revoke or change elections under §1.125–4 (e.g., .
  • The Regulations (sections 29 CFR 825.215(d)(2) and (5)) reiterate these provisions by stating that employees may, but are not entitled to, accrue any additional .
  • 29 C.F.R. 825.215. 33 29 C.F.R. 825.215. 34 29 C.F.R. 825.215(a). 35 P.L. 103-3, Section 104(c). 36 29 C.F.R. 825.209. 37 Id. 38 29 C.F.R. 825.213 and .
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  • APPENDIX A What is a Serious Health Condition, 29 CFR §825.114. APPENDIX B Department of Labor Form for Employer Response to FMLA Leave Request .
  • Apr 1, 2010 – See 29 CFR 825.209(e) and 825.215(d). In addition, such an employee has the right to revoke or change elections under § 1.125-4 (e.g., .
  • by Court of Appeals, 4th Circuit - 2001 - Cited by 49 - Related articles
  • 29 C.F.R. 825.215. (33) 29 C.F.R. 825.215. (34) 29 C.F.R. 825.215(a). (35) P.L. 103-3, Section 104(c). (36) 29 C.F.R. 825.209. (37) Id. (38) 29 C.F.R. 825.213 .
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  • Jul 25, 2010 – [Archive] Question about 29 CFR 825.215 General. . http://www.dol.gov/dol/ allcfr/title_29/Part_825/29CFR825.215.htm, and I was wondering .
  • FMLA regulations - Equivalent position - 29 CFR 825.215 Analysis of 29 CFR 825.215 - Employment Discrimination Law . 2000 CFR Title 29, Volume 3 - U.S. .
  • . use of FMLA may not result in the loss of an benefit that he or she was entitled to prior to taking the leave. See 29 CFR 825.214; see also 29 CFR 825.215(c). .
  • frwebgate.access.gpo.gov/cgi-bin/get-cfr.cgi?YEAR. 29. Income Tax Regulations: Winter 2008 Edition - Google Books Result2007 - Business & Economics
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  • 29 C.F.R. § 825.215(f) (excluding unmeasurable aspects of jobs from required equivalency). Her attempts to show tangible differences in the effort, skill, and .
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  • Nov 3, 2006 – The Court found that 29 CFR 825.220(c)(2) does not require equal . First, 29 CFR 825.215(c) addresses qualification and consideration for .
  • xv. 29 C.F.R. § 825.308. xvi. 29 C.F.R. § 825.207. xvii. 29 C.F.R § 825.209. xviii. 29 C.F.R. § 825.210. xix. 29 C.F.R. § 825.215(c)(1). xx. 29 C.F.R. § 825.215(c)(2) .
  • 50+ items – 29 CFR 825.215 - Equivalent position.
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  • 29 CFR 825.106. - Showing 1 to 0 of about 0. Gasta SearchMatch™ Purchase 29 CFR 825.106 for €5.00 and appear as the top listing instantly . 29 CFR 825.215 .
  • 29 C.F.R. § 825.215(a). There is one notable exception to an employer's duty to reinstate an employee after FMLA leave: "an employer may deny job restoration .

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