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10 Things You Probably Didn’t Know About the FMLA That You Can Learn at SHRM

We’re packing our bags for the SHRM Conference next week in sunny Orlando Florida! We’ll be at booth 370 talking with HR folks about the challenges they face while managing employee leave. We're also having a drawing at our booth for a Tory Burch handbag and an iPad mini.

Here’s a list of ten things you probably didn’t know related to FMLA leave that you can learn more about by visiting us at booth 370:

  1. FMLA has been around for over 20 years, and is trending to expand its guidelines. Check out a few bills related to FMLA and workplace flexibility that have been introduced to Congress this year and could expand FMLA’s reach.

  2. The number of onsite FMLA investigations is expected to increase. A recent blog post by Jeff Nowak at FMLA Insights explains why. It's more efficient and less time consuming for the DOL to visit onsite where documentation can be readily accessed and interviews can occur face-to-face.

  3. HR Managers are required to maintain all leave documentation and case history to be compliant.

  4. Nine states have leave related to medical emergency responder leave. See which ones here.

  5. Eleven states have leave related to civil air patrol, volunteer emergency management, emergency services, or disaster workers. See which ones here.

  6. 12 month FMLA calculations can be counted in a variety of ways, but must be applied consistently across all employees: Calendar year, rolling 12 month period, a fixed 12 month period, or the 12 month period when an employee first takes leave.

  7. Employees qualify for FMLA leave if they have worked for you any accumulation of 12 months in the last seven years. (Time prior to the last seven years also counts if either USERRA or other written agreements apply indicating the employer’s intent to rehire.) Or, if they have worked 1,250 hours in the last 12 months.

  8. FMLA provides leave stemming from foreign deployments, meaning that spouses, children or parents of a military member can take leave during a qualifying exigency. Some examples of that would include arranging childcare during deployment, attending military-related activities, taking leave to spend time with a military member during a period of rest and recuperation, etc.

  9. An employer has the right to request a medical certification for an employee absence.

  10. You don’t need to know every nook and cranny, twist and turn about employee leave to manage it successfully. LeaveXpert can help you reduce your administrative burden and reduce your risks. Check out our free 30 day trial here.

Schedule a one-on-one meeting with Optis by contacting us.

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