The Family and Medical Leave Act (FMLA)
The Family and Medical Leave Act (FMLA) is a United States federal law enacted in 1993 which requires employers to provide their employees with job-protected unpaid leave for qualified family and medical reasons. The FMLA provides a foundation for organizations to provide fair leave that benefits both employers and employees, but various states have specific amendments to the federal law.
The Challenge: A Plethora of Regulations
FMLA eligibility depends upon employers and employees meeting certain criteria. Covered employers must meet certain criteria depending if they are public or private agencies:
- Private-sector organizations must employ 50+ employees who are assigned to a location for at least 20 weeks in the current or preceding calendar year—this includes joint employers and successors of the covered employer
- All public agencies are covered: local, State, and Federal employers; schools
Employee eligibility is also dependent on various factors:
- Must be employed by a covered employer for at least 12 months
- Has at least 1,250 hours of service during the previous 12 months preceding the leave
- Is assigned to a location where at least 50 employees are assigned to the same location
Compliance with the FMLA can also be difficult as specific definitions and provisions of the law differ by state. For example:
- Some states lower the threshold of number of employees for public agencies while other states impose a minimum number of employees for public agencies
- California, Maine, Oregon, and Rhode Island recognize a domestic partner as equal to a spouse
- Connecticut, Hawaii, New Jersey, Oregon, Rhode Island, Vermont, and Wisconsin increase the definition of family to include parent-in-laws
- Connecticut, Maine, and Maryland increase the use of FMLA toward organ donation
Check your local state laws for specific variations on FMLA regulations.
To learn more about the Family and Medical Leave Act, click here.
How NOVAtime Meets the Challenges of FMLA
NOVAtime understands the flurry of regulations that can pose a challenge for FMLA compliance. During the implementation process, NOVAtime’s Professional Services team provides tailored workforce management solutions that meet not only meet the requirements of FMLA, but also offer solutions that makes business sense. Compliance with external regulations often poses technical challenges such as adoption and training, and NOVAtime is prepared to address these during a detailed planning phase. With tens of thousands of implementations over the course of the past 16 years, NOVAtime has the experience to work with local, state, and federal regulations while also offering the best cost-saving solutions for any organization.
The FMLA is a federal law created for employees who require medical leave to care for themselves or a member of their family. Specific rules and definitions of the FMLA differ from state to state, and this poses a challenge for organizations in the area of compliance and business operations. NOVAtime has the experience and expertise to navigate the sea of regulations while offering a cost-efficient workforce management solution.
For additional information, please contact NOVAtime:
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