Help HR staff, managers and employees understand FMLA eligibility, leave types, notice duties and employer obligations so leave is handled correctly.
Mishandled leave requests are a common source of employment claims. A supervisor who denies protected leave, or counts it against attendance, can expose the company to liability. This course is for HR professionals, managers and supervisors, and it also helps employees understand their own rights. It starts with the purpose of the Family and Medical Leave Act and which employers it covers. It then explains how eligibility is determined and the kinds of medical and family situations that qualify for leave. The course describes the benefits protected during leave and what employees are expected to do, such as giving notice. It also outlines employer obligations, reporting requirements and practical ways to manage FMLA leave consistently and stay compliant. The FMLA is a federal law administered by the U.S. Department of Labor, with regulations at 29 CFR Part 825. The video runs about 20 minutes in English. It was produced in 2015, so confirm details against current Department of Labor guidance and any state leave laws that also apply.
FMLA training is for human resources staff, benefits administrators and managers who approve time off. Supervisors especially need FMLA training because they are often the first to hear about an employee's medical or family need. The 20-minute English video also helps employees understand their own leave rights and notice duties.
The Family and Medical Leave Act of 1993 and the U.S. Department of Labor's rules at 29 CFR Part 825 govern FMLA leave. The FMLA covers private employers with 50 or more employees in 20 or more workweeks in the current or prior year. Public agencies and schools are covered regardless of size.
To qualify for FMLA leave, an employee needs 12 months of service with a covered employer, which do not have to be consecutive. The employee also needs at least 1,250 hours worked in the past year. Finally, the worksite needs 50 or more employees within a 75-mile radius.
An eligible employee can take up to 12 workweeks of unpaid, job-protected FMLA leave in a 12-month period. Qualifying reasons include the birth or placement of a child and the employee's own serious health condition. Caring for a seriously ill spouse, child or parent also qualifies. Military caregiver leave allows up to 26 workweeks.
Employers must provide an eligibility notice and a rights and responsibilities notice, generally within five business days of learning that leave may qualify. During FMLA leave, employers must continue group health coverage on the same terms. When leave ends, they must restore the employee to the same or an equivalent job.
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