Do you as an employer know everything you should about the Family and Medical Leave Act? Probably not. Sure, if you’re into the baking business, you know how to run operations at night to have your product served to your customers when they need a fresh bagel at 6 am. And if you are in metal sheet production, I’m sure you know all about the logistics of keeping your employees safe on the job.
But when it comes to the FMLA, as the law is known for short, it is one federal law that employers like you might take for granted. That’s why there is such a thing as a FMLA Employer Guide. The FMLA Employer Guide can teach you just when the FMLA is needed and kicks in.
Such instances, as the FMLA Employer Guide will teach you, include when an employee needs for to take time off for a birth of a child, or the care of the newborn child, or if the employee is taking upon a child as an adoption. The FMLA Employer Guide will also let you know that an employee is entitled to FMLA time off if they need to care for an immediate family member, such as a spouse, child or parent, who has a health condition, or if the employee themselves need to take off because of a health condition of their own.
In these instances mentioned above, as explained in the FMLA Employer Guide, the employee is eligible for up to a total of 12 weeks of unpaid leave during the course of a 12 month period.
And more importantly, the FMLA Employer Guide can go into the details of exactly what employers should not do when it comes to the FMLA, such as interfere with or restrain employees from trying to exercise their rights to time off.
