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 most of its history, complying with the revised FMLA regulations contained several key changes in administering leave.has been complex, but at least the law stayed the same. In 2009, that all changed when the first major overhaul of the FMLA took effect. The DOL’s
Among the most important were new provisions that granted Military .")to employees with family members serving in the military. (See "
The FMLA affects about 50 million workers in the private sector and 300,000 U.S. businesses, according to the Bureau of Labor Statistics.
Any company with 50 or m...(register to read more)
- Time to care for adult children limited to ADA disabilities
- FMLA and late certification: Can we fire for missed deadline?
- Can we require employees to use accrued paid leave instead of FMLA leave?
- When FMLA leave is denied, damages can add up fast
- Not a question to sneeze at: Is influenza covered by the FMLA?