How to help new employees cope with FMLA?
An effective and proactive way to help co-workers cope with the Family and Medical Leave Act, or FMLA, leaves of absence is to educate them on the law and its benefits. During your new-employee orientation sessions when you’re explaining company benefits, talk about FMLA and its requirements.
What do you need to know about FMLA time off?
Tell your employees that FMLA grants up to 12 weeks of unpaid leave — either in a block of time or intermittent leave. FMLA provides job-protected time off for pregnancy and delivery, adoption, surgery and recovery, and a serious health condition of the employee or a family member of the employee.
How many employees are covered by FMLA law?
According to the U.S. Department of Labor, The FMLA law covers employees who have: Worked at a location where at least 50 employees are employed at that location of within 75 miles of the location
Is the Human Resources Department capable of processing FMLA?
Assure employees that the human resources department is capable of processing FMLA leaves of absence within statutory U.S. Department of Labor regulations.
Can a company Count FMLA leave as no fault?
An employee’s use of FMLA leave cannot be counted against the employee under a “no-fault” attendance policy. Employers are also required to continue group health insurance coverage for an employee on FMLA leave under the same terms and conditions as if the employee had not taken leave.
When does an employer know of an FMLA request?
An employer may learn of a request for FMLA leave when the employee submits a request or when the employer acquires knowledge that an employee needs leave that may be for an FMLA-qualifying reason.
What is the wh-382 form for FMLA?
Designation Notice, form WH-382 – informs the employee whether the FMLA leave request is approved; also informs the employee of the amount of leave that is designated and counted against the employee’s FMLA entitlement.
Which is not a worksite under FMLA regulations?
The FMLA regulations state, “An employee’s personal residence is not a worksite in the case of employees, such as salespersons, who travel a sales territory and who generally leave to work and return from work to their personal residence, or employees who work at home, as under the concept of flexiplace or telecommuting.