The Department of Labor recently released a new poster and guide pertaining to the Family and Medical Leave Act for employers to utilize in the workplace. The federal agency previously distributed similar materials in 2012. Tracking and reporting FMLA leave can often be difficult for companies to manage on a regular basis. Let's take a look at the specifics and what businesses can do to inform their workers of this mandatory benefit:
The specifics
The FMLA is required by federal law and allows covered employees to take unpaid but job-protected leave for specific family and medical reasons. During this time, health insurance coverage must be continued as if the worker had not taken leave. People can take 12 workweeks of leave in a 12-month period for the following reasons:
- The birth of a newborn or to care for a newborn within one year of birth.
- The placement and care of a newly placed adopted or foster child.
- To care for the employee's spouse, parent or child with a serious health condition.
- A serious health condition that makes the employee unable to perform essential job functions.
- Any qualifying need related to the employee's spouse, child or parent being a covered military member on active duty.
Furthermore, eligible employees are entitled to 26 workweeks of leave during a single 12- month period to care for a covered service member with a serious injury or illness if the worker is the service member's spouse, child, parent or next of kin.
Crucial actions for employers
It's important for businesses to make sure their employees are aware of their FMLA rights. Educating workers on this benefit will ensure people are less likely to abuse their job-protected leave. In addition to instructing all people employed with a company, benefits teams can also utilize government documentation to enhance this knowledge – like the DOL"s newly released materials.
According to the FMLA, every FMLA-covered employer is required to post a copy of the General FMLA Notice in each location of a business that has employees – even if none of those workers are FMLA eligible. The posted must be placed somewhere that can be easily seen by both current workers and future applicants.
In addition to the poster, organizations can utilize the new FMLA Employer Guide. This documentation helps both employers and their workers navigate the process from start to finish, including leave requests, medical certifications and the procedure for people returning to work, according to The Society for Human Resource Management.
It's crucial for every employer to be aware of their responsibilities under the FMLA. Failing to follow these requirements could result in serious legal consequences for companies, as well as workers feeling dissatisfied. Informing employees of their rights is also essential, and companies can utilize the newest resources available with the DOL's recently released poster and employer guide. Employers looking for assistance with FMLA compliance should look no further than Triton HR, a knowledgeable benefits partner offering HR consulting services and much more.