The Ins and Outs of the Family Medical and Leave Act (FMLA)

In the U.S., a great deal of laws affect businesses of all sizes. One of those laws with a great impact is the Family Medical and Leave Act (FMLA).

As described on the U.S. Department of Labor website, “The Family and Medical Leave Act (FMLA) provides an entitlement of up to 12 weeks of job-protected, unpaid leave during any 12-month period to eligible, covered employees for the following reasons: 1) birth and care of the eligible employee’s child, or placement for adoption or foster care of a child with the employee; 2) care of an immediate family member (spouse, child, parent) who has a serious health condition; or 3) care of the employee’s own serious health condition. It also requires that employee’s group health benefits be maintained during the leave. The FMLA is administered by the Employment Standards Administration’s Wage and Hour Division within the U.S. Department of Labor.

Application of the FMLA can also be impacted by the Uniformed Services Employment and Reemployment Rights Act (USERRA), Consolidated Omnibus Budget Reconciliation Act of 1986 (COBRA), the Americans with Disabilities Act of 1990 (ADA), or the Health Insurance Portability and Accountability Act (HIPAA).”

A significant number of resources, fact sheets and other information to help your business properly adhere to FMLA is also available on the Department of Labor website.

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