The federal Family and Medical Leave Act, or FMLA, is designed to help employees balance work and family responsibilities. It allows them to take reasonable unpaid leave for up to 12 weeks in a 12-month period for certain family and medical reasons. The FMLA also requires employers to maintain group health benefits during the leave. Employees are eligible for FMLA leave if they have worked for their employer for at least 12 months and at least 1,250 hours over the previous 12 months. They must also work at a location where at least 50 employees are employed within 75 miles. Research has shown that FMLA has a positive effect on employee morale and absenteeism. However, the abuse of FMLA leave is a growing concern for employers. Welcome to HR over coffee, a series from the experts at HR 360. In this series, you'll learn how to effectively hire, manage, and terminate employees. FMLA abuse can be very costly for employers, resulting in lost productivity and additional burdens on other employees. To prevent abuse, employers should monitor employee use of FMLA leave and take steps to prevent it. Here are some precautions employers can take to minimize FMLA abuse within their company: 1. Conduct FMLA training on an annual basis, especially for managers and supervisors who are the first line of communication for employees needing leave. Make sure they know the qualifying circumstances and remind them to maintain confidentiality when discussing leave with employees. 2. Choose a method for calculating the 12-month period in which the 12 weeks of leave entitlement occurs, such as a fixed calendar or fiscal year. Communicate and enforce the policy to all employees. 3. Apply attendance policies consistently to employees on FMLA leave, just as you would for other absent employees. Only make exceptions for unusual circumstances....
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Va fmla policy Form: What You Should Know
All positions, positions subject to the Virginia Public Records Act, subject to the Virginia Freedom of Information Act to include classified, non-classified, formula, non-formula, non-formular, non-implementation, non-implementation procedures, all non-discretionary or non-routine activities, and all non-essential position changes (including the non-deployment of employees). FMM-12.1. E-13.2(1). (2) All health care providers, including medical and dental employees, Medical personnel, and all employee representative, shall provide written notice of non-use of Family and Medical Leave Act (FMLA) and related state regulations to An employee shall continue to receive all FMLA benefits while on leave, with an extension on request. FMM-12.1. E.13.2(1). (2) The notice must be in writing and sent to the employee at least 5 days prior to the requested leave. FMM-12.1. E.13.2(1). (3) The employee shall be provided an additional 5 days leave, with the possibility of a 10, 30, or 60 day extension, during a leave of absence if the employee receives death or permanent disability pay, or is authorized to receive such pay, or is required to undergo certain specialized medical procedures in connection with military service. FMM-12.1. E.13.2(1). (3) The notice may be in the form of an individual letter written to the employee at the address provided by the employee, or by email. Each employee shall provide to the Department, within 10 days of receiving notice that their health care provider is not providing all required FMLA leaves to, or has been notified by the employee that they are under court order not to provide FMLA leave, written proof from the provider that the certification required by the FMLA, and all related information, as listed in Part 1 of the form, has been filled out and completed. FMM-12.1. E.13.2(1). (4) The employee will be required to provide an original copy to the Department, and a non-original copy to the employee's health care provider prior to filing for leave with the Department, or after leaving the department. FMM-12.1. E.
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