The Family and Medical Leave Act of 1993 (FMLA) went into effect on August 5, 1993. The Act gives "eligible" employees of "covered" employers the right to take up to 12 weeks of unpaid, job protected leave in any 12 months because of the birth of the employee's child, the placement with the employee of a child for adoption or foster care, because the employee is needed to care for an immediate family member with a serious health condition, or because the employee's own serious health condition makes the employee unable to do his or her current job.
Covered employers should:
- Post the required FMLA notice (available from SESCO Management Consultants)
- Formulate an FMLA policy and announce it to employees
- Have appropriate request for leave and medical certification forms available
- Have required written notices available for employees who request leave
- Develop internal company administrative procedures
- Revise employee handbooks
- Conduct orientation session for supervisors
- Designate someone to manage and monitor all FMLA procedures and decisions
To aid your business in the management of your FMLA issues, SESCO Management Consultants has developed the Family Medical Leave Act Administrative Manual. This manual provides a complete guide to understanding and complying with the requirements of the Family Medical Leave Act.