SESCO expects an increase in labor activity based upon the promises made by Democrats recently elected to include the White House and both the House and Senate. Additionally, labor unions have redoubled their efforts to pass the deceptively entitled “Employee Free Choice Act”, legislation that would all but eliminate secret-ballot elections in union organizing campaigns in favor of a card check process. Unions are using the Internet to mobilize their members and lobby key senators. They have launched a hard-hitting campaign to discredit the National Labor Relations Board (NLRB), the federal agency that oversees secret-ballot elections in union organizing drives. And they poured hundreds of millions of dollars into the 2008 elections and therefore recently elected officials owe favors to “big labor” for their support.

This manual contains many of the SESCO systems which have proven to ensure its clients’ compliance with federal and state employment regulations.

We at SESCO believe that your organization will continue to rely on the information contained herein to ensure compliance, thereby preventing misunderstandings, miscommunications, and in defending alleged wrongdoing, thereby saving your organization thousands of dollars in time and potential consulting or legal expenses.

This manual contains many of the SESCO systems which have proven to ensure its clients’ compliance with federal and state employment regulations.

We at SESCO believe that your organization will continue to rely on the information contained herein to ensure compliance, thereby preventing misunderstandings, miscommunications, and in defending alleged wrongdoing, thereby saving your organization thousands of dollars in time and potential consulting or legal expenses.

This manual contains many of the SESCO systems which have proven to ensure its clients’ compliance with federal and state employment regulations.

We at SESCO believe that your organization will continue to rely on the information contained herein to ensure compliance, thereby preventing misunderstandings, miscommunications, and in defending alleged wrongdoing, thereby saving your organization thousands of dollars in time and potential consulting or legal expenses.

This manual contains many of the SESCO systems which have proven to ensure its clients’ compliance with federal and state employment regulations.

We at SESCO believe that your organization will continue to rely on the information contained herein to ensure compliance, thereby preventing misunderstandings, miscommunications, and in defending alleged wrongdoing, thereby saving your organization thousands of dollars in time and potential consulting or legal expenses.

In addition to trying to keep pace with the statutory amendments, employers have had to follow a multitude of interpretive bulletins issued by the Administrator of the Labor Department’s Wage-Hour Division. As if that were not enough, the courts have required employers to adjust to a multitude of precedent setting decisions, one after another.

To aid your business in the management of your Wage Hour issues, SESCO Management Consultants has developed this manual to aid you with your compliance.

In addition to trying to keep pace with the statutory amendments, employers have had to follow a multitude of interpretive bulletins issued by the Administrator of the Labor Department’s Wage-Hour Division. As if that were not enough, the courts have required employers to adjust to a multitude of precedent setting decisions, one after another.

To aid your business in the management of your Wage Hour issues, SESCO Management Consultants has developed this manual to aid you with your compliance.

In addition to trying to keep pace with the statutory amendments, employers have had to follow a multitude of interpretive bulletins issued by the Administrator of the Labor Department’s Wage-Hour Division. As if that were not enough, the courts have required employers to adjust to a multitude of precedent setting decisions, one after another.

To aid your business in the management of your Wage Hour issues, SESCO Management Consultants has developed this manual to aid you with your compliance.

The Family and Medical Leave Act of 1993 (FMLA) went into effect on August 5, 1993. The Act gives “”eligible”” employees of “”covered”” employers the right to take up to 12 weeks of unpaid, job protected leave in any 12 months because of the birth of the employee’s child, the placement with the employee of a child for adoption or foster care, because the employee is needed to care for an immediate family member with a serious health condition, or because the employee’s own serious health condition makes the employee unable to do his or her current job.

Covered employers should:

• Post the required FMLA notice (available from SESCO Management Consultants)
• Formulate an FMLA policy and announce it to employees
• Have appropriate request for leave and medical certification forms available
• Have required written notices available for employees who request leave
• Develop internal company administrative procedures
• Revise employee handbooks
• Conduct orientation session for supervisors
• Designate someone to manage and monitor all FMLA procedures and decisions

To aid your business in the management of your FMLA issues, SESCO Management Consultants has developed the Family Medical Leave Act Administrative Manual. This manual provides a complete guide to understanding and complying with the requirements of the Family Medical Leave Act.

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In addition to trying to keep pace with the statutory amendments, employers have had to follow a multitude of interpretive bulletins issued by the Administrator of the Labor Department’s Wage-Hour Division. As if that were not enough, the courts have required employers to adjust to a multitude of precedent setting decisions, one after another.

To aid your business in the management of your Wage Hour issues, SESCO Management Consultants has developed this manual to aid you with your compliance.