Sheri L. Giger

Photo of Sheri L. Giger

Sheri Giger is a Principal in the Pittsburgh, Pennsylvania, office of Jackson Lewis P.C. and is a contributor to the Disability, Leave & Health Management Blog. Her practice focuses on leave management issues including process reviews, paid sick leave, and compliance, as well as preventative human resource policy development, training and counseling and advice. Additionally, she works on policy/handbook development, particularly for multi-state issues.

Learn more about Ms. Giger on the Jackson Lewis website.

Latest Articles

“What did I do wrong?” and “Am I doing this correctly?” are frequent questions from clients regarding FMLA administration.  This is the 27th blog in this series, which digs into the FMLA regulations and related issues to address discrete mis-steps that can result in legal liability. Filling an employee’s position while on FMLA leave even when it appears that the employee might not return to work. Does an employee in need of a transfer as…
“What did I do wrong?” and “Am I doing this correctly?” are frequent questions from clients regarding FMLA administration.  This is the 26th blog in in this series, which digs into the FMLA regulations and related issues to address discrete mis-steps that can result in legal liability. Increasing legal risk by making stray comments while investigating potential FMLA leave abuse. While employers may not discourage legitimate FMLA use, employers can (and should) investigate suspected employee…
“What did I do wrong?” and “Am I doing this correctly” are frequent questions from clients regarding FMLA administration. This is the 25th blog in this series, which digs into the FMLA regulations and related issues to address discrete mis-steps that can result in legal liability. Delaying designation of FMLA-qualifying leave or designating more than 12 weeks of leave. In a recent opinion letter, the U.S. Department of Labor (“DOL”) Wage and Hour Division clarified…
The Pennsylvania Supreme Court upheld the Pittsburgh Paid Sick Days Act (“PSDA”) in a decision today, overturning two lower court decisions that found the Act was invalid as an impermissible business regulation. Under the PSDA, employers with 15+ employees must provide paid sick leave, up to 40 hours per year, at a rate of 1 hour of leave for every 35 hours worked.  Employers with less than 15 employees must also provide paid sick leave…
“What did I do wrong?” and “Am I doing this correctly” are frequent questions from clients regarding FMLA administration. This is the 24th blog in this series, which digs into the FMLA regulations to address discrete mis-steps that can result in legal liability. Not properly understanding how holidays and holiday pay play into FMLA leave. With the Fourth of July holiday this week, this blog post is a reminder for employers of how company holidays play into…
“What did I do wrong?” and “Am I doing this correctly” are frequent questions from clients regarding FMLA administration. This is the 23rd blog in this series, which digs into the FMLA regulations to address discrete mis-steps that can result in legal liability. Not understanding all of the reasons an employee can take FMLA leave for a qualifying exigency. In my frequent discussions with clients on FMLA issues, the topic of FMLA leave for a…
Update:  The Pittsburgh pregnancy accommodation ordinance has been in effect since March 15, 2019.  This new requirement for Pittsburgh employers to provide accommodations and protections for pregnant employees and their partners amends the City Fair Practices Ordinance and applies to employers with 5 or more employees.  The City has published guidance on the new requirements at http://apps.pittsburghpa.gov/redtail/images/4995_02_26_19_Pregnancy_Fairness_Guidance_Document_FINAL.pdf  For more information on the new ordinance and what it means for Pittsburgh employers, see our last post…
“What did I do wrong?” and “Am I doing this correctly” are frequent questions from clients regarding FMLA administration. This is the 22nd blog in this series, which digs into the FMLA regulations to address discrete mis-steps that can result in legal liability. Not taking into account the interplay of the federal FMLA and “state FMLA” laws. This post takes on a bit of a different twist by expanding beyond the federal FMLA. A common…
In major news for employers in Pittsburgh, the City Council just unanimously passed a new ordinance greatly expanding protections for pregnant employees and imposing several new requirements on private employers, much like those under the federal Pregnancy Discrimination Act, Americans with Disabilities Act, and related EEOC guidance. The ordinance also makes Pittsburgh one of the first cities nationwide to offer protections for partners of pregnant women—which is defined broadly to mean a person of any…
“What did I do wrong?” and “Am I doing this correctly” are frequent questions from clients regarding FMLA administration. This is the 21st blog in this series, which digs into the FMLA regulations to address discrete mis-steps that can result in legal liability. Dictating the documentation an employee provides to establish a family relationship. It is common knowledge that employees can take FMLA leave due to a serious health condition of an immediate family member,…