Articles

FMLA Needs in Health Care Companies?

All industries should be cognizant of the FMLA including Health Care companies, particularly as noncompliance can result in serious financial consequences. The Family and Medical Leave Act is a law which was passed in 1993 to allow employees to take necessary unpaid leave for certain family and medical reasons or to substitute this with paid leave. Time take is protected, meaning the employee continues to be eligible for group health benefits (including dental and vision) and are eligible to return to the same (or equivalent) position upon their return Continue reading...

FMLA Needs in the Hospitality Business

The Family and Medical Leave Act (1993), is an act which must be observed by all covered employers. Covered employers are those which employ 50 or more employees, public agencies as well as any private or public elementary or secondary schools. The hospitality business is just one example of an industry that must adhere to FMLA if they are to be considered eligible for coverage under the criteria of that legislation. Continue reading...

FMLA Needs in the Senior Care Industry

The Family and Medical Leave Act (FMLA), applies to all industries, including the Senior Care Industry. An employer is considered to be covered if they employ 50 or more workers, in which case they must be cognizant of the FMLA and their responsibilities as employers under this act. The Family and Medical Leave Act allows employees to take unpaid, job protected leave for a variety of medical and family related reasons, such as personal illness or that of a partner or child, time to care for the birth, adoption or fostering of a child amongst other criteria. The criteria and definitions of illness are described fully within the FMLA. However, it is important to note that these may vary depending on state, industry and if the employee is a member of a military family, in which case different criteria apply. Noncompliance of the Family Medical and Leave Act can lead to serious financial consequences. Similarly, rules and definitions may be periodically updated, calling on employees to be aware of any changes which have occurred to ensure compliance. Continue reading...

FMLA Needs in the Child Care Industry

Under the Family and Medical Leave Act, the basic leave entitlement for covered employees allows up to 12 weeks of unpaid protected leave for incapacity due to a serious health condition, pregnancy, childbirth or prenatal medical care, care for a child after birth, adoption, or fostering. It may also be used to care for a partner, spouse, child, or parents who are seriously ill. Employees may also choose to use accrued paid leave in conjunction with family and medical leave. Leave does not have to be taken in one block, but can be used intermittently. However, an employee must work with their employer to schedule leave for planned medical treatments. Continue reading...

FMLA Needs in schools

The Family and Medical Leave Act allows employees to take up to 12 weeks of leave during a 12 month period due to reasons such as birth of a child, adoption or fostering of a child, serious health condition or illness of a spouse, child or parent, or a serious health condition of the employees themselves. There are eligibility criteria and specific definitions of what constitutes eligible reasons for leave and a covered employee. For example, private companies must have 50 or more employees to be considered covered. Criteria for family and medical leave differ for schools, with both public and private elementary and secondary schools being covered regardless of the amount of employees. Continue reading...

FMLA Needs in Law Firms

The Family and Medical Leave Act (FMLA), entitles eligible employees to unpaid, protected leave when dealing with certain family and medical events. These include personal health conditions or illness, those of a spouse, parents or child, and other events such as the birth, adoption, or fostering of a child. To be eligible, a company must employ 50 employees or more, although there are exceptions to this rule for public and local education facilities as well as for employees such as a flight crew. Similarly, there are differences in qualifying events for military families with deployment of the serviceman, illness, or injury of the serviceman or veteran amongst others being considered qualifying events. Serious illness or injury is defined as illness, injury, or impairment (mental or physical), which prevents the employee from performing their work responsibilities, requires an overnight stay in hospital, or ongoing care from their physician amongst other criteria. Continue reading...

FMLA Needs in Fitness Centers

There are many variances in the laws and definitions used within the Family and Medical Leave Act between states and even industries. Companies such as fitness centers, should be familiar with the FMLA and how it apples to their particular industry. Noncompliance can lead to serious repercussions, particularly for employers who discriminate or attempt to dissuade employees from exercising their right to family and medical leave. There are other obligations an employer must meet, including displaying the family and medical leave poster on their premise, even for employers who do not have eligible employees. Continue reading...

FMLA Needs in Super Market Chains

Supermarket chains are one example of an industry that is required to adhere to the Family and Medical Leave Act. Eligibility is determined if a chain employs 50 employees or more. If the company has several chains and a particular worksite or store does not employ 50 employees at that particular site, it must take into consideration other nearby sites that are part of its chain. For example, if the combined number of employees at two chains within a 75 mile radius employs 50 employees or more, the supermarket is considered a covered employer and must adhere to the FMLA. Continue reading...


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