1993 Family and Medical Leave Act is an important piece of federal legislation that became law when it was signed by President Bill Clinton on February 5, 1993. Its’ announced intention was to “balance the needs of the workplace with the needs of the family.” The Act provides up to 12 weeks of unpaid leave for eligible employees, in order to take care of their own serious health condition, or that of a spouse, parent, or child. It also provides for; pregnancy or care of a newborn, or for the adoption or foster care placement of a child. Employees must have worked for their employer for at least 12 months, accrued at least 1,250 hours of work time, and at a location where the employer has at least 50 employees within a 75-mile radius, in order to be a qualified employee under the 1993 Family and Medical Leave Act.
The 1993 Family and Medical Leave Act has been generating news lately, mainly due to a cluster of large dollar judgments that have gone against employers determined not to be in compliance with its federal requirements. Covered employer concerns are also peaking due to recent reports that the Department of Labor has intentions of increasing the number and frequency of FMLA-related inquiries, investigations, and audits. So enforcement of the 1993 Family and Medical Act appears to be increasing.
At the same time, employer confusion about compliance with the 1993 Family and Medical Leave Act also appears to be increasing. And the simple fact of the matter is that neither ignorance nor confusion will suffice as an adequate lawsuit defense. However, reports are that many covered employers are confused amid the cacophony created by state bills attempting to supplement federal law, by adding to existing benefits or qualifying coverage groups. But many covered employers have found the ultimate compliance solution regarding the 1993 Family Medical Leave Act.
The solution discovered for compliance with the 1993 Family and Medical Leave Act, as well as all state legislative requirements, and even specific leave policies for an individual company, was created by Qcera, Inc. more than thirteen years ago. The solution is LeaveSource™ web-based software. A quick to implement version called Express is available to smaller companies. And larger companies with multiple administrators and any number of employees will find ultimate satisfaction with the Enterprise version, which also makes modules available for; advice to pay, disability case management, attendance tracking, employee/supervisor self-service, and ADA job accommodation tracking. Request a demo or click on the appropriate product tab for more information to solve compliance issues with the 1993 Family and Medical Leave Act.