DOL Seeks FMLA Improvements
July 1, 2019
Changes to the Family and Medical Leave Act (FMLA) are on the horizon. Recently, the Department of Labor (DOL) announced it has plans to modify the regulation in an effort to “better protect and suit the needs of workers” and “reduce administrative and compliance burdens on employers” as part of the 2019 Spring regulatory agenda.
Plans to alter the FMLA come during a time when employers are increasingly offering flexibility for those needing to be away from work for extended periods of time to tend to medical and family matters. However, this is coming at a cost for employers in the way of administrative challenges. Tracking employees’ leaves and distributing appropriate notices to employees can easily become cumbersome for employers.
The DOL will begin seeking input from employers on ways to streamline and simplify the regulation’s requirements no later than April 2020.
While the future of FMLA remains unclear, it’s important to note what the current FMLA regulations cover and if your business is affected. Keep reading to find out if FMLA applies to your business and what employees are eligible for the benefit.
FMLA Covered Employer
All of the below employers must remain in compliance with the FMLA:
• Private-sector employers with 50 or more employees in 20 or more work weeks in the current or preceding calendar year, including joint employers or successors of covered employers.
• Public agencies, including local, state or Federal government agencies and local educational agencies, such as elementary or secondary schools.
For an employee to be eligible for the FMLA benefits, they must fit in all the following guidelines:
• Work for a covered employer.
• Worked at least 1,250 hours during a 12-month period for the employer.
• Work at a location where the employer has at least 50 employees within a 75-mile radius.
If you are having a hard time keeping up with the tracking of your employee’s FMLA benefits, DM Payroll Services can help. Our solution allows you to easily track and report on employee’s benefits, including FMLA – all while integrating the payroll components of their leave. To learn more about our comprehensive solution, contact us today to get started!