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Video instructions and help with filling out and completing Dol fmla forms 2020-2022
There are many acronyms in today's business world one that's important for you to remember and understand is FMLA FMLA is the Family and Medical Leave Act of 1993 as amended in the years since its original passage the Act Ennis associated regulations have been revised and updated several times but the goals of the Act have not changed the purpose of the Family and Medical Leave Act is to help employees balance their work and family lives under this federal law eligible employees are entitled to unpaid time off for certain qualifying reasons the Act applies to private employers with 50 or more employees and to all public employers such as state and local governments under the Act these employers are required to give eligible employees job protected unpaid leave which means an employee cannot be terminated from his or her job for missing work due to reasons permitted under FMLA to be eligible for FMLA leave employees must have worked for their employer for at least 12 months which need not be consecutive for the birth and care of an employees child for placement with the employee of an adopted or foster care child to care for the employees spouse son daughter or parent with a serious health condition for the employees own serious health conditions among the military qualifying exigencies are short notice deployment military events such as ceremonies emergency childcare and taking up to five days of leave to spend time with a covered military member who is on leave for rest of recuperation during deployment some special rules also apply when both military spouses work for the same employer under certain circumstances FMLA allows for intermittent and reduced scheduled leave intermittent leave is defined as FMLA leave taken in separate blocks of time due to a single qualifying reason reduce scheduled leave is defined as FMLA leave taken that reduces an employee's usual number of working hours or days per week for example leave might be taken for migraine headaches or physical therapy on an intermittent basis or pregnancy might result in the need for a reduced schedule why is it important that you as a supervisor understand some of the specific requirements of the Family and Medical Leave Act well supervisors often act as the intermediary between employees who are absent for a possible FMLA qualifying reason and the human resources department that needs to know about the absence and the reason for it time off under the Family and Medical Leave Act must be accounted for properly otherwise the employer might be in violation of the law because it did not prthe employee with his or her applicable rights it is always the employers responsibility to designate time off as FMLA or not so it's extremely important that you inform Human Resources about employee request for time off questions you can ask include have you seen a doctor have you or the family member been an inpatient in a health care.