labor lawAdivision of labor law center

Every employer should be aware of several changes under the 2009 FMLA regulation. These new rules permit employees to take FMLA leave under circumstances that were not previously covered.

One of the biggest changes, according to the SHRM or Society of Human Resource Management, is that the husband of a pregnant woman is entitled to FMLA leave for prenatal visits under some circumstances. The FMLA has always permitted men to take “paternity” leave to bond with a newborn or newly adopted infant, or a newly place foster child under the age of 18. And the FMLA regulations always covered a pregnant woman’s prenatal appointments.

However, the new 2009 FMLA regulations specifically permit the husband of a pregnant woman to take time off to provide her with physical or psychological care for prenatal visits. The language of the new regulations, however, apparently restricts this leave to the spouse of a woman who has severe morning sickness or other complications. (more…)

One new 2009 FMLA regulation clarifies the issue of overtime under FMLA. Under the new regulation, when overtime is mandatory, an employee can use their FMLA leave to work only 40 hours per week, provided the FMLA has been approved and all the required paperwork is in place.

However, when overtime is voluntary, if the employee declines, the time does not count as FMLA leave under the 2009 U.S. Department of Labor regulations.

Suppose Susan works in a retail clothing store. She is pregnant, and has been approved for intermittent FMLA leave. During most of the year, overtime is voluntary in the store. In October, Susan’s boss requests that she work 7 hours of overtime during the week. Susan declines. Since the overtime is voluntary, the 7 hours are  not counted towards Susan’s total 12 weeks of FMLA leave.

However, in November and December, overtime is mandatory at the store where Susan works, due to the busy holiday shopping season. All employees are expected to (more…)

An important provision of the new FMLA regulations permits employees to substitute paid leave for unpaid FMLA. This is a major departure from the previous regulations, which permitted an employer to prohibit the use of paid vacation by employees on FMLA.

According to the U.S. Department of Labor, an employee can substitute paid leave benefits for unpaid FMLA, as long as the employee follows the employer’s terms and conditions regarding those benefits. (However, the terms and conditions should be previous established, preferably in writing, and must be non-discriminatory.) The employer has a responsibility to inform employees of the terms and conditions of the paid leave policy or policies.

For example, a company may have a policy that paid vacation must be requested in writing at least 4 weeks in advance. When Jennifer goes into labor on January 15, she can immediately take FMLA. However, she will need to comply with the (more…)

The U.S. Department of Labor recently issued new regulations regarding Military Family Leave.

In 2008, the president signed into law a new measure, which guarantees FMLA leave for military families in a variety of circumstances. As we have already reported, the new law permits a wounded soldier’s next of kin to take up to 26 weeks of unpaid, job-protected FMLA.

Every employer must post a Military Family Leave notice under this law, even if they have no employees who qualify for the leave.

The law permits members of a military family to take FMLA leave for a variety of situations when a family member is on active duty. This also applies when a member of the National Guard or military Reserve is called to active duty. When this occurs, family members may take up to 12 weeks of unpaid, job-protected FMLA for any one of a number of “qualifying exigencies.”

The new FMLA regulations defines “qualifying exigency” as (more…)

A significant change to the FMLA regulations affects how employers must track FMLA leave. This is the fourth in a continuing series of articles on the new FMLA regulations issued by the U.S. Department of Labor, which go into effect  on January 16, 2009.

Under the old regulations, an employer had to track FMLA leave using the shortest period of time that their payroll system could track. If the payroll system rounded to the quarter-hour, the employer was required to permit the employee to use 45 minutes of FMLA leave, or 2.25 hours of FMLA leave, on a particular day.

The new FMLA regulations in their entirety can be found in the 201 pages of the November Federal Register.

Under the 2009 regulations, employers may track FMLA leave using the shortest increment that the employer uses to track other forms of leave, such as (more…)