While the most recent changes to the FMLA poster took effect in March of 2013, there’s still a lot of confusion over what exactly changed and how to maintain compliance.
Is your FMLA poster up to date?
Before we get into the actual changes, let’s have a quick refresher about the law issued by the Department of Labor.
Here’s a general summary of the FMLA’s history:
- The FMLA was created in 1993 to allow certain employees to take up to 12 unpaid workweeks off for a medical emergency affecting that employee, or an employee’s family.
- The employers that must provide FMLA coverage are public agencies (including all federal, state and local employers) and private employers that have 50 or more employees working for a minimum of 20 workweeks in the current or preceding year.
Since the creation of the law, the FMLA poster has undergone several changes. The most recent changes to the FMLA poster are both numerous and complicated, which is an understatement to say the least.
The next sections will be broken down into the most essential pieces of the information, so you can more easily see what you may need to modify at your company.
And so without further delay, here are the most recent changes to the FMLA poster:
- Qualifying Exigency Leave– An employee may be eligible for FMLA leave due to a qualifying exigency stemming from a prior service of active duty or an impending tour of active duty. New definitions for what it means to be a military member (serving in the Reserves, The National Guard, or regular Armed Forces) or being on active duty (having served in a foreign country) have been updated.
- Required Information for Certification of a Qualifying Exigency- In order to be certified for a qualifying exigency for Rest and Recuperation Leave, the service member must now additionally provide a copy of his/her Rest and Recuperation Leave orders or another form of documentation with the specific dates of the military member’s leave.
- Military Caregiver Leave- A covered service member now includes veterans who are undergoing medical treatments or are recuperating from a serious illness or injury. A covered veteran:
- Has been discharged or released under conditions other than dishonorable.
- Was discharged within the five-year period before the eligible employee first takes FMLA military caregiver leave to care for him or her.
- Certification of Military Caregiver Leave–
- The list of authorized health care providers able to complete a certification for military caregivers has been expanded to providers outside of the DOD, VA or TRICARE.
- In the event that an employer seeks verification, an employee may submit proof of enrollment in the Department of Veterans Affairs Program of Comprehensive Assistance for Family Caregivers as sufficient proof of the veteran’s illness or injury.
- Additional information, such as confirmation of the familial status of the veteran, may be required.
- Serious Injury or Illness for a Current Service Member– Now the definition of a serious injury or illness has grown to cover pre-existing illnesses and injuries from before the service member’s duty began that were aggravated while on active duty in the Armed Forces.
- Serious Injury or Illness for a Covered Veteran- A serious injury or illness for a covered veteran is an illness or injury of a military member that occurred or was worsened while on active duty. This injury or illness can occur before or after the member became a veteran.
- Employee Eligibility Hours of Service and USERRA- The protections provided by USERRA, or the UniformedServices Employment and Reemployment Rights Act, are extended to all active duty and reserve military members. Also, any missed time from work due to USERRA is counted when considering an employee’s FMLA leave eligibility.
- Minimum Increments of Leave- Language has been added to clarify that an employer cannot require their employee to take more leave than necessary.
- Varying Minimum Increments- Employers must use the smallest increment of time used for other forms of leave with a maximum of one hour.
- Physical Impossibility- It is clarified that the physical impossibility provision (where an employee cannot leave or begin work due to specific job constraints) can only be applied in very few circumstances. Also, the employer is responsible for restoring the employee”™s same or equivalent position as soon as possible.
- Employee Eligibility Hours of Service Requirement, Calculation of Leave, and Recordkeeping Relating to Airline Flight Crew Employees- Provisions have been added dealing with flight crew employees in Subpart H.
- Recordkeeping- Recordkeeping requirements have been updated to reflect that an employer must comply with the confidentiality requirements of the Genetic Information Non-Discrimination Act (GINA).
That sums everything up. It wasn’t so bad, was it?
In addition to these changes, it is still mandatory that each business with 50 or more employees display the most current copy of the FMLA poster. One simple decision that you can make for your company is to maintain adherence to the FMLA posting requirement by enrolling in one of our labor law poster services.
These options will both get you up to date with the FMLA changes and maintain your compliance for an entire year:
- 1-Year Compliance Plan: Our featured product and really the best value you’re going to get for your labor law poster compliance. This service covers all state and federal labor law posters, the updates, and includes a Poster Violation Warranty for an entire year.
- The Federal 1-Year Plan: If you don’t need state labor law posters (which is extremely rare), or if you happen to get them from another source, this plan would keep you up to date with the FMLA poster and all the possible upcoming federal labor law poster changes discussed in our article on pending federal labor law poster changes.
At Poster Compliance Center we do all the work to make sure that you are up-to-date with the most recent information.