Employer responsibilities under the FMLA.
FMLA: EMPLOYER RESPONSIBILITIES AND OPTIONS
The enactment of the Family and Medical Leave Act of 1993 (FMLA) is truly a landmark. Under this law, organizations that employ fifty or more employees must provide up to twelve work weeks of unpaid, job-protected leave, within any twelve-month period (rolling calendar year). In order to qualify, employees be employed with a covered employer, have worked with the company for at least twelve months and have worked for at least 1,250 hours in the past twelve months of employment. Furthermore, must work within the United States or its territory and a minimum of fifty employees per each work site. If employees are distributed within several facilities or work sites and there are less than fifty employees per facility, they must work within each seventy-five miles of each other.
FMLA was enacted to provide some relief to qualified employees to attend to family or medical leave reasons such as:
? Birth of a son/daughter
? Care for the newborn child of the employee
? Placement of a child with the employee for adoption or foster care
? Care for an immediate family member with serious health conditions. Under FMLA, immediate family members include biological, adopted or foster children including stepchildren, legal wards, disabled adult children, spouse and parent. In some states that recognize common-law marriage, the FMLA may qualify the common-law spouse as eligible family member.
? Medical leave may be requested for an employee's own serious health condition. A serious health condition is one that requires either in-patient care in a medical facility or continuing treatment or supervision by a health care provider.
FMLA is administered and enforced by the Wage ...
Employer responsibilities under the FMLA are described.