The Family Medical Leave Act

The Awesome Article Database

Articles Area
	Home
	Browse Articles
	Search Articles
	Submit/Edit Articles
	Get RSS Feeds
	Free Articles Content
	Most Viewed
	Popular Articles
	Latest Articles
	Most Emailed
	Articles Rating

Popular Articles
	Vitamin Capsules, Li
	How To Make Money Wi
	Natural Ways to Indu
	Gastric Bypass Recov
	Jewelry Shopping for

Latest Articles
	Toronto Psychotherap
	Destination for Mili
	Retail Store for Arm
	Precision Engineers:
	Tailored-Golf Soluti

For Publishers
	Free Email Alert
	Manage Subscriptions
Guidelines
	Author
	Publishers
	Terms & Conditions
Advertise Here
	Contact Us to Advertise

Home \| Business \| Human Resources \| The Family Medical L ... The Family Medical Leave Act Submitted by Tom on 2006-03-04 and viewed 154 times.

Rate This Article |

Add Comments |

Send To Friends|

View Comments (0)

Publisher |

The Family and Medical Leave Act is a federal law which provides certain employees with up to 12 workweeks of unpaid, job-protected leave a year and requires group health benefits be maintained during the leave period.

After more than 13 years since passage of the Family and Medical Leave Act (FMLA), employers are still asking questions about workers' rights under FMLA and how to effectively implement the law. We have provided a concise overview to the current law and what employers effected by the law should know. What is the Family Medical Leave Act? The Family and Medical Leave Act is a federal law which provides certain employees with up to 12 workweeks of unpaid, job-protected leave a year and requires group health benefits be maintained during the leave period. Are All Employers Required to Following FMLA? No. Only public employers and private employers who have 50 or more employees who have been on the payroll for 20 or more weeks in a calendar year are required to provide FMLA leave. Do All Employees Qualify for the Leave? No. All employees of a qualifying organization may not be eligible for FMLA. To be eligible, an employee must have worked for the employer: 1. a minimum of one year; 2. a minimum of 1,250 hours (an average of 25 hours per week) during the 12 months prior to the start of the FMLA leave; and 3. are employed at a location where at least 50 employees are working at the location within a 75-mile radius For What Reasons is Leave Granted? An employer must grant an eligible employee up to a total of 12 workweeks of unpaid leave in a 12-month period for one or more of the following reasons: � the birth and care of a newborn child (an employee's entitlement to family and medical leave for the birth or placement of a child expires 12 months after the birth or placement of the child), � the placement with the employee of a child for adoption or foster care and to care

for the newly placed child; � care for an immediate family member (spouse, child or parent � but not a parent "in-law") with a serious health condition; and � when the employee is unable to work because of a serious health condition. (See the DOL website for a definition of a "serious health condition.") Other Important Things to Know? � An employer must give an employee requesting FMLA written notice, within two business days, if they are not eligible for FMLA. If the employer does not respond within two business days, the employee will be eligible to take the leave. � Once the leave has been granted or the employee is provided with approval notice, the employer cannot alter the leave. � The employer can ask the employee to provide a medical certification from a health care provider that substantiates the need to use FMLA. FMLA can be delayed until the certification has been received. In addition, the employer can ask for the employee to provide a fitness-for-duty certification prior to returning to work. � If you are located in a state which also provides family and medical leave rights superior to the federal FMLA, the state law applies. If the federal law provides superior rights, then the federal law applies. FMLA is a complex law full of several caveats and special provisions. It is unique in that it creates a foundation of family and medical leave benefits for eligible workers, but does not set any defining limitations. As an employer, it is imperative that you understand this directive and its requirements for implementations. For a comprehensive look at the law, go to the Department of Labor website and select �Family & Medical Leave� from the side toolbar.

Article Source: http://www.awesomewebessentials.com/

Article Tags: human resources| employment law| health club| personal trainer|
Bookmark This Articles: del.icio.us * Digg it * Furl * reddit * Spurl * Yahoo MyWeb

Tom Perkins is a business solutions coach and certified personal trainer who leads fitness professionals to profitability. Send an email to thecoach1-140208@autocontactor.com to receive the Essential Business Success Checklist. Or visit his website at http://www.fitnessindustrysolutions.com.

Training Options That Can Show Results and Save Money

Don't Throw Money Away On Training - Planning Well Will Cut Costs and Increase Value

Reputation Reputation

Why Human Resources Training Is Essential For Your Business

How Showing a Little Appreciation Motivates Employees

Setting "Expectations of Success" For That New Employee

How to Find the Round Pegs

Effective Induction - More Than Showing Them the Lunch Room

How to Make a Difference Every Day

Open Door Policy? Open Mind Policy?

Asking the Right Questions and Getting the Right Person

Poor Performing Employees Severely Impact Productivity