Topics

HR Support on FMLA (Family Medical Leave)

New and Updated

  • Restaurants, Other Low-Wage Industries Remain Target of DOL Enforcement Efforts

    Date:
    January 7, 2016
    Type:
    News

    In fiscal year 2015, the US Department of Labor's Wage and Hour Division collected about $74 million in back wages owed to about 102,000 employees in the agriculture, day care, restaurants, garment manufacturing, guard services, health care, hotels and motels, janitorial services and temporary help sectors.

  • Family and Medical Leave Handbook Statement: Washington

    Type:
    Employee Handbooks

    Washington employers with 50 or more employees for at least 20 workweeks in the current or preceding calendar year that seek to inform employees about their rights and obligations under the Washington Family and Medical Leave Act and to demonstrate compliance with the law should consider including this model policy statement in their handbook.

  • Leave to Care for Immediate Family Members Handbook Statement: Maryland

    Type:
    Employee Handbooks

    Maryland employers that provide paid leaves and has 15 or more employees primarily employed in Maryland for each working day in each of 20 or more calendar weeks in the current or preceding calendar year should consider including this model policy statement in their handbook.

  • Family and Medical Leave Handbook Statement [50+ Employees]: Maine

    Type:
    Employee Handbooks

    Maine employers with 15 or more employees at one location in Maine and 50 or more employees overall should consider including this model policy statement in their handbook.

  • Family and Medical Leave Handbook Statement [15-49 Employees]: Maine

    Type:
    Employee Handbooks

    Maine employers with 15 or more employees at one location in Maine but fewer than 50 employees overall should consider including this model policy statement in their handbook.

  • Family and Medical Leave Policy for Employers Not Subject to the FMLA

    Type:
    Policies and Documents

    An employer may use this policy to communicate family and medical leave rights and responsibilities when the employer is not subject to the FMLA. Employers can choose to implement a family and medical leave policy that is in line with the FMLA or state equivalent, and may modify it to meet the employer's needs.

  • Family and Medical Leave (FMLA) Policy

    Type:
    Policies and Documents

    An employer may use this policy to inform eligible employees of any benefits or policies surrounding Family and Medical Leave. Best practice maintains that certain elements of an employer's FMLA policy are represented in the employee handbook.

  • FMLA: Wyoming

    Type:
    Employment Law Manual

    In-depth review of the spectrum of Wyoming employment law requirements HR must follow with respect to FMLA.

  • FMLA: Wisconsin

    Type:
    Employment Law Manual

    In-depth review of the spectrum of Wisconsin employment law requirements HR must follow with respect to FMLA.

  • FMLA: West Virginia

    Type:
    Employment Law Manual

    In-depth review of the spectrum of West Virginia employment law requirements HR must follow with respect to FMLA.