On Nov. 17, the U.S. Department of Labor finalized the first major overhaul of
Among the regulation changes: new leave rights for military families, revised definition of a qualifying “serious condition” and new employer and employee notice obligations. Also, employers will be able to contact physicians directly to clarify details on employees’ forms. The rules take effect Jan. 16.
Read the full details at www.theHRSpecialist.com/newFMLArules.
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- Make sure supervisors understand: Do not discourage employees from using FMLA
- When essential duties are at issue, OK to base medical exam on FMLA certification
- Reinstate employees right after leave; don't delay
- Remind bosses: Handle FMLA requests stoically, even if they'll cause scheduling problems
- Taking FMLA leave may rule out performance bonus