Simple Chart System Tracks Stacked FMLA Leaves

Here is a suggested charting system for tracking multiple leaves, says Southard, who is the founder of leave management firm Work & Well, and is principal of Southard Consulting in Somerville, NJ. Her remarks came at SHRM’s Annual Conference & Exposition, held recently in Las Vegas.

FMLA Tracking Scenario #1

The facts:

• A Wisconsin employee is pregnant
• Her estimated due date is  5/18/11
• Her 1st day out-of-work is 4/21/11
• Her C-section is performed on 5/11/11
• Wisconsin state family leave act allows up to 10 wks in calendar year, 6 weeks baby-bonding, 2 weeks for self, and 2 weeks as a caregiver

* Baby-bonding leave can’t start until employee no longer has a disability

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FMLA Tracking Scenario #2

The facts:

• A Connecticut employee works a normal 8 hours a day, 5 days a week job.
• She opens an intermittent FMLA case for herself as of 1/1/11, and is approved for 1 year.
• She takes 10 days of intermittent leave between 1/1/11 and 4/1/11
• On 4/1/11, she opens a new straight case for care of her mother-in-law.
• Connecticut family leave allows 16 weeks of leave in 24 months for self or as a caregiver, including parent-in-law. It runs concurrent with FMLA

Note: Federal leave does not run during the 14 weeks because federal FMLA does not cover mother-in-laws, but Connecticut FLA does.

Southard points out another situation that often trips up employers: the issue of bonding leave when both parents work for the same company. Say the wife takes 10 weeks of FMLA while having her child. She then takes 2 additional weeks for bonding, finishing her 12-week entitlement. At that point, her husband is entitled to 10 weeks bonding. His entitlement is limited because only a total of 12 weeks of bonding is available when both spouses work for the same company.

FMLA hassles—they just won’t go away, will they? And, now, of course, there are all the new FMLA responsibilities—like military leave and reinstatement.  Still a little shell-shocked?

It’s an almost overwhelming task to keep up with FMLA, let alone get in compliance with the far-reaching changes. You’re going to need a helping hand. Good news! BLR’s editors have gone into overdrive to get your comprehensive compliance guide ready.

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BLR’s recently updated Family and Medical Leave Act Compliance Guide simplifies the frustrating and confusing complexities of the Family and Medical Leave Act (FMLA), so you know exactly how to comply in every situation.

It contains 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 includes:

• Leave law overview
• All the new forms and advice on how to use them
• Practical guidance on implementing all aspects of the new rules
• Analysis of federal and state laws, what they require, and how they interact
• Leave circumstances, coverage, and eligibility—for FMLA, ADA, workers’ comp, and military leave
• Recordkeeping and reporting requirements
• Reasonable accommodation
• Sample policies and forms

Plus

• A quarterly newsletter and updates, to make sure you stay in compliance as any changes come about

Get more information or order your copy of the Family and Medical Leave Act Compliance Guide.