The newAct regulations, which took effect Jan. 16, 2009, required employers to make changes to their policies, procedures, and documentation. Unfortunately, these new regulations have not lessened the complexities of the FMLA as some had originally hoped; on the contrary, many employers are finding that complying with the FMLA under the new regulations is now more confusing than ever!
To help employers stay in compliance with the FMLA despite these added complexities, here's a summary provided by attorney Charles P. Stevens, a partner in the Milwaukee office of Michael Best & Friedrich, LLP.
Bonus: This report contains the recent changes made to the FMLA by the National Defense Authorization Act for Fiscal Year 2010 (NDAA), which amended the FMLA's familyprovisions to provide coverage for more individuals.
Compliance problem #1: Unscheduled
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- If business takes a turn for the worse, do we still have to hold job after FMLA?
- Unable to work, ineligible for FMLA? You may be able to fire
- Calculating FMLA eligibility? Add in prior service
- Termination after maternity leave may violate the FMLA
- Existing attendance policy ignored? Start enforcing rules now