The model FMLA forms provided by the Department of Labor (DOL) expired on May 31, 2018, but there’s no need to worry! We’re here to help with the next steps for employers!
New Jersey has become state number 10 to require employers to provide paid sick leave (PSL) to their employees! To date, 13 New Jersey municipalities have passed their own PSL legislation, leading to a complex leave administration process for New Jersey employers. Employers can expect to wave goodbye to the leave administration burden, as the new act will preempt all of these pieces of municipal legislation! The New Jersey paid sick leave bill, A1827, was signed by Governor Phil Murphy on May 2, 2018, as expected by many. During his campaign to take office, Murphy stated that he will, “enact paid sick leave for all workers statewide.” The New Jersey Paid Sick Leave Act will take effect 180 days from the date Governor Murphy signed it, so now's the time to start getting prepared!
Access to employees’ sensitive personal medical information is a reality for employers covered by the Family and Medical Leave Act (FMLA). This is due to the fact that it's a best practice for leave administrators to request medical certification in order to process a leave case.
A common problem that leave and FMLA managers face is knowing when it's okay to communicate with an employee on leave under the Family and Medical Leave Act (FMLA). When an employee is out on leave, it’s quite likely that questions will arise: where is that file they were working on? Who is the appropriate contact for the XYZ contract? Though it may be tempting to send an email or text to communicate with an employee on FMLA, think twice before you act!
Since it was introduced in 1993, the Family and Medical Leave Act (FMLA) has been ever-evolving in its application. Its evolution is usually rooted in court cases that erupt between employees and their employers when one of them neglected to adhere to the rules of the FMLA, or there is the perception that this happened.
In today’s fast-paced society, employers are focused on maintaining optimal productivity and efficiency. However, what if the focus were to shift to supporting employees during a difficult period, in turn encouraging them to remain engaged rather than looking at the situation as a tiresome burden? Remember that oftentimes employees are requesting leave to deal with a major life event such as the birth of a child or a serious health condition.
Managing FMLA and all the other leave laws is an ever-evolving process. By staying up to date through experts, reading the news and attending the latest conferences in the field, we can all prepare for what’ the latest trends are on in leave management. Here are some tidbits we’ve recently picked up….
Leave management is tough, there’s no doubt about it. At any given time, you could have multiple employees requesting leave, some continuous and some intermittent, and managing all of them simultaneously is a heavy burden for employers. It’s always good to educate yourself on the common FMLA mistakes, and how you can avoid them to prevent errors that lead to costly litigation.
1993 proved to be a monumental year for the rights of American employees nationwide with Bill Clinton’s signing of the Family & Medical Leave Act (FMLA). The Act brought awareness to the well-being of employees, making 12 weeks of unpaid, job-protected leave per year for certain family or medical reasons the norm.