Employers Must Have a Written FMLA Policy (Video)

Does your organization currently have a written FMLA policy? In the short video below, Lisa Smith discusses the Department of Labor’s new FMLA requirement.

Transcript

Well, it looks like the DOL is at it again. In June of 2016 the Department of Labor released a 76 page guide regarding the FMLA– Family and Medical Leave Act. One very important part of the new guide was that going forward the Department of Labor wants to see that all policy and procedure regarding the Family and Medical Leave Act is in writing. Yes.

So this was a very bold statement for those who believe written policies and procedures are not necessary in the workplace. The DOL has really set us straight.

They said that this writing can be in the form of a policy and procedure manual. It can be a written notice that is distributed to every employee. So you would want to make sure that your employees recognize that they have received your handbook and your notice.

The Department of Labor also suggested in their wording that perhaps strictly relying upon the poster that you have in the break room would not necessarily cover this requirement. So, what that means for us as employers is to make sure our Family and Medical Leave Act policy and procedure is in writing, it’s distributed, and it is acknowledged by all of your employees. Now there is a lot more detail in this 76 page guide so I suggest you go take a look.

Until next time, I’m Lisa Smith. Remember, you can’t be audit proof. But, if you do things the way they want you to, you will be audit secure.


DISCLAIMER:

Purchasers, readers, or users of this blog post agree to be bound by the following terms: Information contained in this blog post has been obtained by Pryor Learning Solutions from sources believed to be reliable. The subject is constantly evolving, and the information provided is not exhaustive. The advice and strategies contained should not be used as a substitute for consulting with a qualified professional where professional assistance is required or appropriate, or where there may be any risk to health or property. In no event will Pryor Learning Solutions or any of its respective affiliates, distributors, employees, agents, content contributors, or licensors be liable or responsible for damages including direct, indirect, special, consequential, incidental, punitive, exemplary losses, or damages and expenses including business interruption, loss of profits, lost business, or lost savings. For purposes of illustrating concepts and techniques described in this course, the author has created fictitious names; mailing, e-mail, and internet addresses; phone numbers and fax numbers; and similar information. Any resemblance of this fictitious data that is similar to an actual person or organization is unintentional and purely coincidental.

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