1993 Medical Leave Act is a search term utilized by someone typically looking for information regarding the 1993 Family and Medical Leave Act, signed into law by President Bill Clinton, in February of 1993. That law is applicable to an employee who has worked for their employer for at least a year, has accrued at least 1,250 hours of work within a twelve month period, has need for leave due to a qualifying event, and who’s employer is a “covered employer.” An employer must have 50 employees within a 75-mile radius of their location, in order to be considered a covered employer, for purposes of the 1993 Medical Leave Act.
Qualifying leave events for the 1993 Medical Leave Act include, but are not limited to; care for an employee’s own serious health condition, care for the serious health condition of an employee’s spouse, child or parent, for placement of a child in the employee’s family for adoption or foster care, or for care of an employee’s spouse, child or parent, who is member of the U.S. Armed Forces with a serious medical condition, as well as covered exigency leave management. Legally married same-sex couples in thirteen states, that have chosen to recognize same-sex marriage, are now qualified to be cared for under the 1993 Medical Leave Act.
The 1993 Medical Leave Act still does not recognize a domestic partnership, regardless of the state of residence. Care of a qualified same-sex marriage spouse was added to FMLA coverage, when the U.S. Supreme Court found the definition of marriage provided by the Defense of Marriage Act to be unconstitutional. That kind of action combined with state legislation, from a growing number of states, has many covered employers confused, concerned, and scrambling for viable solutions, to the growing and changing list of state and 1993 Medical Leave Act requirements.
Compliance with the 1993 Medical Leave Act and any state’s legislation is quite simple for many covered employers, who chose to utilize the web-based solutions of LeaveSource™ software. Companies that are small to medium-sized will find LeaveSource™ Express to be a quick and easy to implement leave administration and compliance solution. Larger companies choose to utilize the scalable and fully-configurable LeaveSource™ Enterprise solution. And LeaveSource™ Entrust is the outsourcing hybrid that keeps the company in touch with employees, but removes the drudgery of back-office administration including required notifications, ongoing communications, and medical certification review through the employee’s return to work. Request a demonstration or click on a product tab for additional information regarding compliance solutions for the 1993 Medical Leave Act.