State and Federal laws and regulations are constantly changing, making it difficult to stay up-to-date with new regulations. The Department of Labor(DOL) recently updated the regulations to reflect new responsibilities for employers and employees.

The FMLA entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave. Eligible employees are entitled to:

• Twelve workweeks of leave in a 12-month period for:

• the birth of a child and to care for the newborn child within one year of birth;
• the placement with the employee of a child for adoption or foster care and to care for the newly placed child within one year of placement;
• to care for the employee’s spouse, child, or parent who has a serious health condition;
• a serious health condition that makes the employee unable to perform the essential functions of his or her job;
• any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a covered military member on “covered active duty;” or

• Twenty-six workweeks of leave during a single 12-month period to care for a covered servicemember with a serious injury or illness who is the spouse, son, daughter, parent, or next of kin to the employee (military caregiver leave).

Our HR Professionals keep abreast of all changes to the Federal and State regulations governing FMLA and work with our clients to update their processes and policy manuals prior to the effective date of the new regulations.

Failure to provide appropriate notices in compliance with the DOL's FMLA rules have resulted in significant financial penalties for many employers.

Our Consultants are specialists in the administration of FMLA and will assist in auditing your existing procedures so that any gaps in the process may be resolved before becoming a non-compliance issue.

Give us a call at: 561-886-7535 or send us an email to request a no-obligation proposal regarding our FMLA services.

Applicable Regulations:

• LAW:

• 29 U.S.C. 2601, et seq.
• Amended Title I Law

• Regulations:
• 29 CFR Part 825
• Subpart A (825.100 – 825.127)
• Subpart B (825.200 – 825.220)
• Subpart C (825.300 – 825.313)
• Subpart D (825.400 – 825.404)
• Subpart E (825.500)
• Subpart F (825.600 – 825.604)
• Subpart G (825.700 – 825.702)
• Subpart H (825.800)