If your organization employs fewer than 50 people, it’s probably exempt from complying with the Act ( ). But be careful how you do your math.
If your organization is affiliated with another organization within a 75-mile radius, and the total number of people employed exceeds 50, you could be considered an “integrated employer” and subject to .
Courts will examine four factors to decide if organizations are integrated:
- Common .
- Relationship among operations.
- Centralized labor relations.
- Degree of common ownership.
Case in point: The manager at a Massachusetts Domino’s Pizza filed an FMLA lawsuit. The employer argued that the law didn’t apply because the store employs fewer than 50 people. The employer admitted that the store would cross the 50-employee threshold if three local franchises together were deemed “integrated,” but said each store stood alone in management structure and financial control. The court disagreed and let the case proceed.
Reason: Enough linkage existed among those three stores, pushing them over the 50-employee limit. The stores were part of the same franchise, and they shared a workers’ comp policy. (Cousin v. Sofono Inc., No. 01-30186-MAP, DMass)
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