FMLA in Massachusetts is supplemented by state legislation requiring that all public sector employers and private sector employers with more than six employees, provide full-time, female employees, who have worked at least three consecutive months, with at least eight weeks of unpaid maternity leave. The same leave must be provided for the adoption of a child under eighteen years of age, or a disabled child under the age of twenty-three. Additionally, if the employer provides other types of temporary disability benefits, then they must also pay for benefits associated with maternity leave.
FMLA in Massachusetts has also been impacted by the June 26, 2013 Supreme Court ruling that gave individual states the right to define marriage. As one of thirteen states that have already decided to recognize same-sex marriage, effective immediately covered employers are required to treat all couples married in and living in Massachusetts exactly the same, with regard to the application of qualifications, requirements, and benefits of FMLA in Massachusetts.
FMLA in Massachusetts has and will continue to be impacted by federal and local legislation and the confusion it’s creating is not going unnoticed. However, DOL audits and investigations are on the rise and a flurry of large dollar judgments against non-compliant employers provide a clear indication that not understanding the law is not a valid defense for a FMLA lawsuit. Additionally, it was recently reported that the average cost to defend against a FMLA lawsuit is $80,000, regardless of the lawsuits outcome. So FMLA in Massachusetts is becoming big business.
Compliance with FMLA in Massachusetts is as simple as the implementation of Qcera’s LeaveSource™ software. For more than thirteen years, this highly-secure, cloud-based, leave administration solution has been keeping companies compliant. More than a hundred clients successfully administering more than a million employees remain a testament to Qcera’s successful and unblemished record. At least thirteen clients are members of the Fortune 500, so a company’s size is utterly irrelevant. FMLA compliance and administration can be a big problem for companies of any size. But you don’t need to be a large company to achieve success with LeaveSource. You only need to be a covered employer with a need for cost-effective and well-orchestrated administrative assistance. The system handles federal FMLA, state requirements, and even company-specific policies. To arrange for a demonstration of this user-friendly and fully-compliant leave administration system, simply click on the red button above. Or visit the LeaveSource™ website at www.LeaveSource.com.