Most people think of 50 as the magic number for the. “Oh, we have 50 employees, so now we have to comply with the FMLA,” is a popular refrain among HR departments. It is not that simple.
The FMLA has two different rules that must be met before you have to offerto an employee—coverage and eligibility. Coverage applies to the employer; eligibility applies to the employee. They both have the magic number 50 as a key component, but are very different in application.
Coverage: 50 or more employees
The FMLA covers any private employer that has 50 or more employees on theduring 20 or more calendar workweeks (not necessarily consecutive workweeks) in either the current or the preceding calendar year.
Who counts as an employee for coverage purposes?
- Any employee whose name appears on the payroll any workday during a week, including part-time employees.
- Employees on any paid or unpaid leave, as long as ...(register to read more)
- Shrink your estimated-tax payments with the IRS's blessing
- Use the right words to silence pay-Related gripes
- Not sure employee is eligible for FMLA leave? Play it safe and assume she is
- Companywide bonuses take wing at American Airlines
- Must you grant diabetic employees extra breaks as a disability accommodation?