The DOL intends to clarify that the cost of providing wellness programs, onsite specialist treatment, exercise opportunities, employee discounts on retail goods and services, and certain tuition benefits may be excluded from an employee's regular rate of pay.
Once an eligible employee communicates a need to take leave for an Family and Medical Leave Act-qualifying reason, neither the employee nor the employer may decline FMLA protection for that leave, according to a new opinion letter from the US Department of Labor.
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