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 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…
“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,…
“What did I do wrong?” and “Am I doing this correctly” are frequent questions from clients regarding FMLA administration. Up until now, the most common mistakes were addressed in this blog. Now that we have hit the twentieth post in this series, we are going to dig a bit deeper into the FMLA regulations to address discrete mis-steps that can result in legal liability. Requesting recertification for FMLA qualifying exigency leave or leave to care…
“What did I do wrong?” and “Am I doing this correctly?” are frequent questions from clients regarding FMLA administration. This is the nineteenth in a series highlighting some of the more common mistakes employers can inadvertently make regarding FMLA administration. Not carefully analyzing whether an employee is eligible for FMLA leave due to inpatient care Employers commonly deal with FMLA leaves under the “continuing treatment” prong of the definition of a serious health condition, which…
“What did I do wrong?” and “Am I doing this correctly?” are frequent questions from clients regarding FMLA administration. This is the eighteenth in a series highlighting some of the more common mistakes employers can inadvertently make regarding FMLA administration. Not recognizing when you might trigger the FMLA by being an “integrated employer” The FMLA applies to employers with 50 or more employees for each working day during each of 20 or more calendar workweeks…