SUNRISE, Fla., April 22 /PRNewswire/ -- Applying the Family and Medical Leave Act (FMLA) has confused employers and human resources departments across the country. A recent change and several proposed amendments to the Act have expanded the program to military families, and will clarify application of the Act in both civilian and military situations.
Under current FMLA guidelines, U.S. employers must grant eligible
employees up to a total of 12 work weeks of unpaid leave during a 12-month
period for one or more of the following reasons:
-- the birth and care of the employee's newborn child
-- the placement of an adopted or foster child with the employee
-- to care for an immediate family member with a serious health condition
-- as medical leave when the employee is unable to work because of their
own serious health condition
The Department of Labor (DOL) and Congress recently took two important
actions affecting the current FMLA rules:
1. New FMLA changes enacted by Congress create special leave rights for
2. The DOL issued proposed changes to the FMLA that focus on improving
troublesome areas of FMLA administration.
Military Family Changes
In January 2008, President Bush signed the National Defense Authorization Act, which contained an addition to the FMLA, providing up to 26 weeks of leave for military families. "Employees who are the immediate family member of active duty service members can use up to 26 weeks of leave to care for an injured service member or 12 weeks if they have a loved one who has reported for active duty," said Ashley Kaplan, compliance attorney for G.Neil, a leading provider of human resources and employment law compliance products.
Employers will be required to display an updated posting including the
latest military family leave rights under the FMLA along with a description
of employees' rights un
|SOURCE G.Neil Corp.|
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