Proposed Regulations Would Help Clarify 'Serious' Condition and Improve Certification Rules, but Also Add a New Notification Requirement
The U.S. Labor Department yesterday took a big step toward clarifying some of the most confusing aspects of theAct ( ). The agency issued a series of proposed changes to the law that, if finalized, could help employers administer the complex 15-year-old law and avoid lawsuits.
Today's long-awaited publication of The Family and Medical Leave Act of 1993: Proposed Rule calls for, among other things:
- A clearer definition of “serious health conditions” that qualify for .
- A more complete and clear explanation of employee and employer notification requirements.
- More detail on when and how employers can collect FMLA medical certification information from employees and their doctors.
Today's publi...(register to read more)
- Obesity: the next disability? Large cook sues McDonald's for bias
- Don't get even: The rules, risks of post-employment retaliation
- Good news: Liberal definition of retaliation applies only in certain retaliation cases
- Worker not returning from FMLA leave? Terminate, but pay benefits for full 12 weeks
- NLRB adds another wrinkle to arbitration agreement law