Employers covered by the Family and Medical Leave Act (FMLA) have probably spent a fair amount of time developing their FMLA processes and procedures for administrative ease and overall compliance purposes. When the Families First Coronavirus Response Act (FFCRA) became effective on April 1, 2020, employers were required to continue administering and complying with traditional FMLA, if applicable, but also to develop processes and procedures for complying with this new Expanded FMLA (EFMLA) for which we had very little guidance and instruction. The FFCRA also provides for a separate Emergency Paid Sick Leave (EPSL) benefit, which you can learn more about here.
As additional guidance and clarifications regarding EFMLA have trickled out over the last few months, we thought it might be helpful to clarify the interplay between the FMLA and EFMLA, especially in light of questions that have arisen since the school year ended.
Hotline clients can contact us with additional questions.
Hannah advises employers on leave policies, discrimination, harassment, accommodations, wage and hour obligations and any other issues that may arise in the workplace.
Hannah advises employers on leave policies, discrimination, harassment, accommodations, wage and hour obligations and any other issues that may arise in the workplace. In addition to providing practical solutions to employment law matters, Hannah has extensive private practice experience. Her focus included early intervention advice and solutions to employers, as well as representing them in the defense of administrative claims. She now works on a team dedicated to providing solutions for employment law and compliance matters for employers of all sizes. Hannah graduated from William Mitchell College of Law, after receiving a Bachelor of Arts degree from Winona State University.
On May 11, 2014, the governor of Minnesota signed the Women’s Economic Security Act (WESA), a bill that will require Minnesota employers to make dramatic changes to their employment policies and practices.
While WESA directly impacts employers who conduct business in Minnesota, the changes follow plans by federal and local governments to expand legal protections for women and other employees. For this reason, employers in other jurisdictions should pay close attention to these national and state law trends.
The Family Medical Leave Act (FMLA) is more than 20 years old, yet employers have many questions on how the law applies to their workforce. Unfortunately, mistakes in the application can have significant business and legal consequences.
Making FMLA mistakes can be costly, and many employers make mistakes they don’t even know they are making. Let’s take a look at five common leave-of-absence mistakes based on our experience with real clients from our HR Hotline.
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