Since 1993, theAct has provided eligible employees up to 12 weeks of unpaid, job-protected leave per year for the birth, adoption or foster care of a child; caring for a child, spouse or parent with a serious health condition; or convalescence after an employee’s own serious health condition.
For 16 years, complying with the revised FMLA regulations contain several key changes in administering leave that employers and HR professionals need to be aware of and incorporate into their company policies.was complex, but at least the law stayed the same. On Jan. 16, 2009, that all changed. That’s the day the first major overhaul of the FMLA took effect. The DOL’s
In addition, employees who have family members serving in the military are now entitled to FMLA-qualifying leave. (See "Military .")
The FMLA affects about 50 million workers in the private sector and 300,0...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Are employees twittering the day away?
- Can we require employees to use accrued paid leave instead of FMLA leave?
- How do oral promises affect an 'Employment contract'?
- Can mental health problems be covered by the FMLA in addition to the ADA?