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Family and Medical Leave Act, Military Family Leave Final Regulations

Family and Medical Leave Act, Military Family Leave Final Regulations
Get important background information concerning the FMLA rule changes, along with succinct explanations of the new rules and how they have changed from prior regulations.

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What's New

State Employment Law Compare

This new innovative tool uses "Smart Chart" functionality to instantly compare multiple state laws, all at the same time on the same chart.

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Summary of Law Updates

Federal Law Changes - Home Pages
State Law Changes - Library
November 2008 Updates

E-Learning

CCH and CourseAvenue provide healthcare compliance in eLearning format
CCH and CourseAvenue provide eComply for Human Resources in eLearning format

Human Resources organizations now have access to up-to-date compliance training for their employees in an online format that easily integrates directly into their learning management systems.

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FMLA Rules

FMLA final rule is published by Department of Labor

The first revisions to the Family and Medical Leave Act regulations since enactment of the law in 1993 were formally published November 17, 2008 by the Department of Labor. The rules take effect on January 16, 2009.

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Final FMLA rule is published by Department of Labor
The first revision to the Family and Medical Leave Act regulations since enactment of the 1993 law was published by the Department of Labor's Wage and Hour Division (DOL) in the Federal Register on Monday, November 17, 2008. The FMLA allows eligible employees a total of 12 weeks of job-protected, unpaid leave during the year to care for a newborn or sick child, spouse or parent, or to recover from their own serious health condition.


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Revised FMLA rules enact new military family leave provisions
The first revision to the Family and Medical Leave Act's (FMLA) regulations since enactment in 1993 were published by the Department of Labor's (DOL) Wage and Hour Division in the Federal Register on November 17, 2008. In addition to addressing issues related to the definition for "continuing treatment" of a serious health condition, notice requirements and medical certification.


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Employer groups, employee advocates respond to FMLA rule changes
Stakeholders on all sides responded swiftly to the release by the Department of Labor of long-anticipated revisions to the agency's Family and Medical Leave Act regulations. Employer organizations offered measured support of the new FMLA rules, while urging further changes are still needed.


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Before implementing a workforce reduction, consider the legal implications
It may be an inevitable strategy in a downward economy, but it carries its own risks. When deciding whether to conduct a layoff or a wide-scale reduction in force, a careful consideration of the myriad legal issues that can arise is essential. And maintaining legal compliance while implementing reductions takes careful planning and ongoing vigilance in the execution.


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