Posted in: Benefits, Employment, Employment law, In this week's e-newsletter, Latest News and Views, Management
There’s still time to get in your 2 cents’ worth on the proposed changes to the Family Medical and Leave Act (FMLA), before the feds move forward and finalize the new rules.
All businesses currently bound to offer FMLA will be impacted in some way — here’s why:
The proposal most likely to complicate life for HR would change the way you track and calculate FMLA time when an employee uses intermittent or reduced scheduled leave.
Employers would lose the small amount of flexibility they’re accorded now to designate increments of FMLA leave at different times of the day or shift, for tracking purposes, under the Department of Labor changes.
Other proposals include:
- changing the way to handle occurrences where it’s physically impossible for an employee on FMLA time to return to work, and
- addressing situations when family members ask for leave to care for wounded veterans.
The changes were announced Feb. 16, and the original deadline for submitting comments was bumped up from April 16 to April 30.
The easiest (and best) way to learn more and make your own comments is to access instructions assembled by the Society for Human Resource Management (SHRM).
For a copy of the federal alert and the instructions on how to submit your own comments, go here. The necessary document can be downloaded from that page.