It can be difficult for HR professionals to navigate the complexities of the Family and Medical Leave Act (FMLA) and the Americans with Disabilities Act (ADA). Both federal laws provide critical protections for employees but are also full of potential pitfalls for employers, according to speakers during the March 26 SHRM webinar “Workplace Rights at a Tipping Point: FMLA and ADA in Focus.” It is therefore essential that HR professionals understand the basics of each law, the challenges each presents, and ways to stay compliant.
The FMLA enables individuals to balance workplace demands with family needs by providing job-protected, unpaid leave to eligible employees. Under the FMLA, employees may take up to 12 weeks of leave within a 12-month period for the birth of and bonding with a child, the adoption or foster care placement of a child, care for a family member, their own health condition, or for exigency leave (when a family member is an active-duty service member). There is also up to 26 weeks of leave within a 12-month period available for an employee who would care for a covered service member with a serious illness or injury.
Employees are eligible for FMLA when they have worked for their employer for at least 12 months, have worked a minimum of 1,250 hours during the last year, and work at a site where the employer employs at least 50 employees within 75 miles of that location. Remote staff should refer to the office where they report and get...
Hyderabad: To counter social media misinformation targeting the Congress govt and its leaders, the Telangana Pradesh Congress Committee has lodged two complaints with Hyderabad police. Two FIRs we...