A Basic Guide to FMLA

FMLA otherwise known as the Family Medical Leave Act was signed into law, by President Clinton, on February 5, 1993. Private employers engaged in commerce with at least fifty employees and all public employers, regardless of the number of employees, are covered by the FMLA. It stipulates that an employee is eligible after working for twelve months and 1,250 hours for a covered employer. FMLA requires covered employers to grant eligible employees up to twelve weeks of job-protected, unpaid leave for the birth of a child, placement with the employee of a child for adoption or foster care, for the employee’s own serious health condition, or for the serious health condition of the employee’s spouse, parent, or child.

In addition to the FMLA, many states have established their own leave laws. Covered employers are required to comply with FMLA as well as those state leave laws that apply in each specific leave situation.

Failure of covered employers to comply with FMLA requirements can result in Department of Labor investigations, substantial fines, and even more expensive judgments won by employees who feel compelled to sue their employer. Recent case settlements have resulted in judgments against employers reaching well into the six figure range. Many covered employers have come to realize that implementation of effective FMLA software tools and other outsourced leave services are the best ways to facilitate the required notices, forms, organization and recordkeeping.

LeaveSource™ web based FMLA software by Qcera has over a decade of track record of success for companies, ranging from fifty employees to more than fifty thousand employees. If your company could benefit from automated FMLA software or other outsourced leave services contact Qcera.

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