Furloughs due to the COVID-19 pandemic have resulted in some workers losing eligibility to take Family and Medical Leave Act (FMLA) time off. But these employees may be protected by other laws.
The 9th U.S. Circuit Court of Appeals affirmed a judgment against an employee’s Family and Medical Leave Act (FMLA) interference claim because she brought it more than two years after her last day of work and did not establish a willful FMLA violation.
California lawmakers significantly expanded employee access to family and medical leave under the California Family Rights Act (CFRA). Here’s what employers need to know about changes that will take effect Jan. 1, 2021.
While manufacturers and other employers must be careful to respect employees’ rights under the Family and Medical Leave Act (FMLA), they can effectively manage leaves and curb potential leave abuses.
California employers with as few as five employees must provide family and medical leave rights to their employees under a new law signed by Gov. Gavin Newsom on Sept. 17. The new law significantly expands the state’s existing leave entitlement.
In a comment letter to the Department of Labor (DOL), the Society for Human Resource Management highlighted the challenges and frustrations that HR professionals say they confront as they comply with the Family and Medical Leave Act (FMLA), and recommended regulatory changes to address these issues.