This Final Rule amends certain regulations of of 1993 (the FMLA or the Act) to implement amendments to the military leave provisions of the Act made by the National Defense Authorization Act for Fiscal Year 2010, which extends the availability of FMLA leave to family members of members of the Regular Armed Forces for qualifying exigencies arising out of the servicemember's deployment; defines those deployments covered under these provisions; extends FMLA military caregiver leave for family members of current servicemembers to include an injury or illness that existed prior to service and was aggravated in the line of duty on active duty; and extends FMLA military caregiver leave to family members of certain veterans with serious injuries or illnesses. Th...
The Department of Labor's Wage and Hour Division proposes to revise certain regulations of of 1993 (FMLA or the Act), primarily to implement recent statutory amendments to the Act. This Notice of Proposed Rulemaking (NPRM) proposes regulations to implement amendments to the military leave provisions of the FMLA made by the National Defense Authorization Act for Fiscal Year 2010, which extends the availability of FMLA leave to family members of members of the Regular Armed Forces for qualifying exigencies arising out of the servicemember's deployment; defines those deployments covered under these provisions; and extends FMLA military caregiver leave to family members of certain veterans with serious injuries or illnesses. This NPRM also proposes to amend ...
Organization That Wrote, Championed FMLA Urges Lawmakers to Expand It WASHINGTON, Feb. 4, 2013 /PRNewswire-USNewswire/ -- The first federal study in 13 years to examine the impact of the Family and Medical Leave Act (FMLA) finds that the law has had an overwhelmingly positive impact on workers, families and businesses. The FMLA is the only federal law ever to help workers meet the dual demands of job and family. The National Partnership for Women & Families wrote and championed the FMLA, and has led efforts to defend and expand it in states and at the federal level. The organization today hailed the results of the new Department of Labor study, Family and Medical Leave in 2012, and urged Congress to expand the law and to adopt a national paid family and medical leave program.
This document extends the period for filing written comments until April 30, 2012 on the proposed revisions to certain regulations of of 1993 (FMLA). On February 15, 2012, the Department published a Notice of Proposed Rulemaking to revise certain regulations the FMLA, primarily to implement recent statutory amendments to the Act. The comment period is scheduled to close on April 16, 2012. The Department of Labor (Department) is taking this action in order to provide interested parties additional time to submit comments.
The Family and Medical Leave Act (FMLA) was enacted in 1993, almost 17 years ago. Yet it continues to be a challenge for employers who confront both a difficult and confusing regulatory scheme and, sometimes, manipulative employees. This article discusses some of the most salient issues addressed by the final regulations and some interesting case developments within the last year. In order to be eligible for leave under the FMLA, an employee must be employed by an employer for at least twelve months prior to the leave. The regulations now specify that the twelve months need not be consecutive. The cases taken as a whole, demonstrate the need for all employers to be well versed in FMLA's requirements, and to carefully track both an employee's entitlement to leave, as well as the amount o...
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