Employees in the United States are supposed to benefit from a better work-life balance as the result of the Family Medical and Leave Act, which allows qualifying employees to take off up to 12 weeks of work per year without putting their positions in jeopardy. However, employers may not necessarily have implemented these provisions into their employee handbooks or payroll processing services because the Department of Labor's Wage and Hour Division has found a number of companies are violating these rights.

For instance, Health Management Associates Inc. in Fort Smith Arkansas recently agreed to pay more than $10,000 to a former employee who was terminated for taking time off. Investigators discovered that the leave time was taken to care for a serious health condition, a reason that qualifies for FMLA time off.

"The FMLA allows for the workplace flexibility today's employees and their families need," said Cynthia Watson, southwest regional administrator for the Wage and Hour Division. "Especially with the recent release of new FMLA regulations, this case should serve as an opportunity for other employers to ensure that their FMLA policies comply with the law."

To avoid these expensive violations, employers should consider investing in web-based employee benefits administration programs that allow both supervisors and staff members to view time-off requests and other important information.

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