Striking a balance between your business, the rights of your employees, and FMLA
Success in business requires a reliable and dependable workforce. However, even with the most responsible employee, unforeseen circumstances may arise that require time away from work. The Family Medical Leave Act (FMLA) passed in 1993 provides basic rights to job protection for absences related to an employee’s own serious health condition, the birth or adoption of a child, and the care of a family member with a serious health condition, or a military member. Employers who have 50 or more employees in a 75-mile radius for at least 20 weeks of the current or preceding year are covered under the FMLA, and therefore must follow the act’s provisions. There is a shared responsibility between the employer and the employee – employers must educate employees about their FMLA rights and employees must communicate their need for leave and supply appropriate and timely medical certifications.
You might think that FMLA isn’t really a big deal or that it doesn’t affect you or your business. You may be surprised to hear that a recent U.S. Department of Labor survey indicated that nearly one in seven of covered employees took leave for a FMLA reason in the previous 12 months. Societal changes, such as an aging workforce, increased participation by men in child-rearing activities, and the increasing desire to balance work and family obligations lead experts to believe that the use of FMLA leave will only continue to rise.
To help employers ensure a successful implementation to address all these challenges, Mike Anderson, Founder, President & CEO of PayNorthwest, and Mike Komola, President & CEO of HRnovations, have co-authored a white paper in which you will:
- Discover the reasons why non-compliance is not worth the risk
- Find out the top five challenges of employee leave administration
- Learn what you can do to start meeting the FMLA challenge
Click here to download a copy of the paper.