FMLA:A Four-Letter Word for Employers?

Abstract

The Family and Medical Leave Act (FMLA) was passed by Congress with the worthwhile goal of helping employees balance work and family commitments by providing up to 12 weeks of protected leave from work in any 12-month period for qualifying family and medical reasons. However, in the nine years since its passage, the act and, more specifically, the Department of Labor’s (DOL’s) regulations governing the act, have become a morass of complicated definitions and technical requirements. As a result, many employers and human resources professionals find themselves unintentionally violating some portion of the FMLA, despite their best intentions. This article provides an overview of FMLA regulations and walks employers and human resources executives through two of the DOL’s recommended forms for responding to employee requests for leave. Practical suggestions to assist in successful implementation of the FMLA are also discussed.