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 ...
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...
Congressman D. Rodriguez (TX-23) praised passage of the FY 2008 Defense Authorization conference report today which strengthens our military, improves readiness, and supports our troops and their families. The conference report includes two key provisions by Congressman Rodriguez: extension of the Family Medical Leave Act (FMLA) to the families of Wounded Warriors, and the removal of a key barrier in the transition of our returning soldiers to the Veterans Administration health care system. The FY 2008 Defense Authorization Bill today passed by 370 to 49. The bill now moves to the President for signature. Extending the FMLA to the families of our Wounded Warriors is simply the right thing to do for those who serve as caregivers to our injured soldiers on their transition back to civili...
The Family and Medical Leave Act (29 U.S.C. 2601, et seq.), or FMLA, requires employers with 50 or more employees to grant their employees up to a total of 12 work weeks of unpaid leave during any 12-month period for medical emergencies, including the need to care for an immediate family member (spouse, child, or parent) with a serious health condition. In this five-page letter, the finance director explained that MNCPPC's decision was based on Dillon's absence from work beyond the approved leave time.\n As cited by the federal district court, FMLA requires employees to notify their employers of the need for foreseeable leave, but the act itself does not contain a notice requirement for unforeseeable leave [29 U.S.C. § 2612 (e)(1)].
The Department of Labor (DOL) is submitting the Wage Hour Division (WHD) sponsored information collection request (ICR) titled, ``29 CFR Part 825, The Family and Medical Leave Act of 1993,'' to the Office of Management and Budget (OMB) for review and approval for continued use in accordance with the Paperwork Reduction Act (PRA) of 1995 (44 U.S.C. 3501 et seq.).
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