Given the financial and administrative costs that FMLA continues to impose upon employers, HR managers are consulting with counsel to determine what tools are available to ensure that those who truly ...

The feedback from last week's blog post on annual FMLA certification came fast and furious. Most of it was complimentary (thank you!), but several of my fellow FMLA nerds raised an interesting issue.

Other key findings of the report: Hospitality providers had the most overall FMLA absences, with 49 percent of employees with an open FMLA leave at any given time. Health care employers had the second ...

The FMLA is historically a complicated law for employers to administer, particularly where intermittent leave is concerned. Attorneys who previously spoke to HR Dive have said that intermittent FMLA ...

Editor’s note: The Back to Basics column serves as an accessible way to understand employment law. If you’re new to HR (or just need a little refresher), follow along as the HR Dive team speaks with ...

An employee will notify their supervisor and Human Resources of the need to request FMLA leave as soon as possible. If the leave is foreseeable, the employee will give at least 30 days’ advance notice ...

The Family and Medical Leave Act, FMLA, became law in 1993 and requires certain employers to provide eligible employees 12 workweeks of unpaid leave a year. During FLMA leave, the employee's job is ...

The Family and Medical Leave Act (FMLA) is a federal law providing eligible employees up to 12 weeks of unpaid, job-protected leave per year. The law allows employees to take time off for qualified ...

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The Family and Medical Leave Act of 1993 requires covered employers to provide up to 12 weeks of unpaid, job-protected leave to eligible employees for a serious health condition of their own or that ...

When an employee seeks leave under the Family and Medical Leave Act, or when she seeks a reasonable accommodation under the Americans with Disabilities Act, the critical component for success is the ...