FMLA time available and used, needs to be properly tracked by covered employers. It is one of many requirements placed on employers with fifty or more employees located within a 75-mile radius. Adherence to these regulations has become a critical issue with many employers, since recent judgments against employers found not to be compliant have reached above the ten million dollar level. Combined with concerns of increasing Department of Labor fines and investigations, employers are spending much more effort tracking FMLA time.
Qualified employees receive up to 12 weeks of FMLA time off every 12 months, for employee qualifying events that include; 1) care of self for a serious medical condition, 2) care of a spouse, daughter, son, or parent with a serious medical condition, 3) birth of a son or daughter and care of the newborn, 4) placement of an employee’s child, under 18 years of age, for adoption or foster care, 5) any qualifying exigency for an employee’s parent, spouse, son, daughter, who is an active military member called to covered active duty status, or 6) up to 26 weeks of leave during a 12 month period if the employee’s parent, son, daughter, spouse, or next of kin caring for a covered service member or veteran recovering from a serious injury incurred or aggravated in the line of duty, or having manifested itself before or after the member became a veteran.
Employer concerns with FMLA time are frequently traced to the confusion created by the increasing layers of state legislation being generated that adds coverage or benefits to federal FMLA. The overlap frequently causes confusion and the overturning of the marriage definition presented by the Defense of Marriage Act has definitely created confusion, especially in WashingtonD.C. and the thirteen states that have chosen to recognize same-sex marriage. Depending on the order of leave occurrence, some state legislation provides substantial leave time that doesn’t qualify as FMLA and therefore doesn’t decrement from available FMLA time.
Many employers find FMLA time tracking and administration solutions with Qcera’s web-based LeaveSource™ software. Thirteen Fortune 500 Companies are among more than one hundred clients who currently administer FMLA, state and company-specific leave for more than a million employees on a daily basis. Express is the turnkey solution for companies with a single leave administrator. Enterprise is the fully-configurable and scalable solution for companies of any size. Click on the “Request A Demo” button, or the individual product tab that best describes your company’s needs for more information on FMLA time management solutions.