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)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- How to Write Meeting Minutes
- Give staff at least 15 days to obtain FMLA certification
- Can we make employees use sick leave for FMLA?
- Legal risks of interviewing transgender applicants
- Design bonus payments to reduce your overtime risks