Some of the biggest changes in the final FMLA regulations were to the provisions for FMLA notice and medical certification.
Employers covered by the FMLA must post a general FMLA notice even when they have no FMLA-eligible employees.
FMLA changes—the #1 hassle of 2009. BLR will have your compliance guide ready when the new rules take effect. Get more information or pre-order.
Absent “extenuating circumstances,” an employer must notify an employee of his or her eligibility to take FMLA leave within 5 business days of the employee’s request, or when employers acquire knowledge that leave may be for an FMLA-qualifying reason.
This notice is combined with the DOL’s WH-381 and, likewise, must be delivered within 5 business days of the employee’s request for FMLA leave, or when employers acquire knowledge that an employee’s leave may be for an FMLA-qualifying reason.
With a flood of changes to the FMLA, will you be ready? If you’re confused by the new rules, preorder BLR's comprehensive guidebook, the Family and Medical Leave Act Compliance Guide—we’ll have it ready for the new regulations’ effective date. Find out more.
It seems like an overwhelming task to get ready for these far-reaching new FMLA rules, and employers need a helping hand. Today, BLR's editors are diligently at work updating their comprehensive compliance guide to reflect all of the changes. They are developing practical answers to all the FMLA questions you are asking—and the ones you haven't thought of but should be asking.
The Family and Medical Leave Act Compliance Guide will include:
Get more information or pre-order your copy.
Download newsletter sampleDownload product sampleDownload table of contents
If you have comments about this tip and want to post them on this page to share your thoughts with other HR Daily Advisor readers, simply enter your comments below. NOTE: Your name will appear on any comments posted.
Copyright © 2013 BLR Business & Legal Reports Reproduction in whole or in part without permission is prohibited.