Q. We are a small manufacturing company with 16 employees. We distribute our products through another company, which we also own. The distribution company has 38 employees. One of our manufacturing employees is pregnant and has asked for time off. She says she is entitled to leave under the. Is this true?
A. Yes, she may be entitled to, even though the manufacturing company has fewer than 50 employees. Under the FMLA, separate companies may be treated as a single employer if they meet the “integrated employer” test.
If this test is satisfied, the employees of all entities are counted in determining employer coverage and employee eligibility for FMLA leave, as long as the two companies combined have 50 or more employees.
Factors normally considered under the integrated employer test are common, interrelation between the companies, centralized labor relations and common ownership or financial control.
If these or other factors concerning the relationship between your two companies show that they are “integrated,” then there is a strong probability that you would be covered by the FMLA.
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- Add early-Termination clauses to all employment contracts
- How one rude employee can spark a disability lawsuit
- When disciplining, focus on problems unrelated to FMLA or ADA disability
- Whom you don't want suing you for age discrimination