Yes. Your employer sets your work schedule. A forced leave may qualify you for unemployment benefits, however, so you should check local laws or a qualified attorney in your area for accurate guidance.
can an employer force an employee to take a leave of absence with no medical documentation?
Yes. The employer alone schedules employee work.
Yes. The employer alone schedules employee work.
In any jurisdiction this will depend on.... * the employee's contract * the cause of the loss * any applicable laws (which will differ country by country)
no
No. By law no employer can force you to work at all, especially without payment.
No, They can not
No. The employer cannot force you not to take the coverage. However, if you don't want you may have to sign a waiver.
No. An employer cannot force an employee to do anything. They may, however, make this a part of the employee's job requirements and make joining conditional for continued employment.
Not necessarily, It would simply be up to you since its not his name which is going to go on the record. Its ur job on line, and the person you will be complaining to has an upper hand over your employer. So it really is upto you. If he does force you, its your decision that actually matters.
No. But an employer can, in most cases, fire an employee for not writing one. The "at will" employment doctrine means an employer can fire an employee for pretty much any reason they want so long is they don't violate specific anti-discrimination laws. Since there's no anti-discrimination law that covers apology letter writing employers have free hand. The exception might be if you have an employment contract that spells out in greater detail elements of your employment such as term of employment and detailed job responsibilities. In such a case the employer could still fire you but you might have a case in court for contract violation.
This would depend. Under the Family Medical Leave Act, , an eligible employee who availed of leaves under the FMLA, has the right to return to the same or equivalent position, pay, and benefits upon the conclusion of their leave. This means that the employer is mandated to restore his employee to his job after his leave. However, if the employee took a leave of absence not allowed under the FMLA or other state laws, or is not eligible for such job-protected leave, the management has no legal obligation to take him back.