Employers are offering creative perks to attract and retain today’s workers.
Plus all the HR resources you need to be more efficient and effective this fall!
Prepare for your exam with the guidance of a SHRM-certified instructor in Boston, Oct. 24-26.
Learn how to make the business case for diversity, October 25-27.
Employee name: __________________________________________
Immediate supervisor: ______________________________________
On ___________________________, you requested FMLA leave. At that time we discussed with you that you were considered a key employee as defined by the FMLA. (The FMLA defines a key employee as salaried FMLA-eligible employee who is among the highest paid 10 percent of all the employees employed by the employer within 75 miles of the employee's worksite. The law gives an employer the option of declining reinstatement to an employee because of his/her status as a key employee if such reinstatement would cause the employer substantial and grievous economic injury to its operations.)
This notice is to inform you that after careful review, we have determined that reinstating you would indeed result in substantial and grievous economic injury to our operations.
Please contact me when convenient to discuss other options that may be available.
HR Director Date
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Join SHRM's exclusive peer-to-peer social network
SHRM’s HR Vendor Directory contains over 3,200 companies