Common questions about FMLA employee benefits
The 20th anniversary of the Family Medical and Leave Act (FMLA) was recently celebrated, and the time and attendance industry has been abuzz with questions and insights about the law ever since.
How it works:
Under the FMLA, eligible employees (loosely defined as those who have been working for a covered employer for more than one year that has at least 50 staff members) and performed at least 1,250 hours of work) can take up to 12 weeks off, without repercussions, to care for family members or treat their own medical conditions.
That may seem straightforward enough, but it actually leaves many things open to employers, according to California Employer Daily. For instance, the 12-week timeframe does not specify how employers should account for FMLA requests that do not span a full day.
Questions?
In a recent article, the source answers questions about the FMLA, including how to calculate appropriate time off based on workers' regular employee attendance totals. For instance, an individual who regularly works 32 -hours each week, that person is eligible for 384 hours of leave time, whereas a person who works 40-hours every week can take off up to 480 hours. It's also important for companies to use timeclocks for tracking leave, the article explains, or they might miscalculate totals over time.
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