Beware overtime issues when calculating FMLA eligibility — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily
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Beware overtime issues when calculating FMLA eligibility

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in Employment Law,FMLA Guidelines,Human Resources

When an employee requests leave for family care, medical, parenting or military emergencies, the first thing an employer should do is to determine if the leave qualifies as time off under the FMLA.

The FMLA affords eligible employees the right to take unpaid job-protected leave for up to 12 workweeks for their own serious health condition, to care for a family member with a serious health condition, for new parent leave or due to a “military exigency.” In addition, the FMLA provides up to 26 workweeks of unpaid leave for an employee to care for a covered service member with a serious illness or injury.

Tracking an employee’s workweeks of FMLA leave can become complicated when the employee takes intermittent FMLA leave, or if the employee works an irregular schedule or overtime hours.

Calculating hours worked

The 1,250 hours of service are determined as of the date the leave is to start. Hours that are considered compensable ...(register to read more)

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