Magazine article Workforce Management

Opponents of Fmla Changes Seek Redress

Magazine article Workforce Management

Opponents of Fmla Changes Seek Redress

Article excerpt


The Bush administration is making the most of its waning weeks by issuing regulations that will take effect just before President-elect Barack Obama is sworn in.

Among the highest in profile are changes to a major employee leave law that has not been modified since it was enacted in 1993. In mid-November, the Department of Labor circulated rules that it said would clarify rights and obligations under the Family and Medical Leave Act.

They take effect January 1 6, which should prevent Congress from halting them. But Capitol Hill critics want to change them nonetheless.

The FMLA allows workers to take 12 weeks of unpaid leave for the birth or adoption of a child or to deal with a personai or family member's ailment. The new regulations expand the law to provide 26 weeks of leave for people who care for seriously injured or ill military personnel.

The 762-page final regulation, which was the product of a two-year information-gathering process, tightens FMLA rules. It allows employers to demand recertification of a medical condition twice annually. An HR department can directly contact an employee's health care provider.

Employees taking leave must tell their supervisors the same day or following day. Previously, notice could be delayed. Employers can deny "perfect attendance" awards to workers on FMLA leave and don't have to grant it in increments smaller than they allow other leave.

Under the new rules, the time an employee spends in "light duty" work doesn't count against FMLA. Also, a company must explain in writing why it is denying leave.

"Generally, this is a step in the right direction," says Lisa Horn, manager of health care at the Society for Human Resource Management. "It should improve communication between employers and employees."

The changes fell short of defining "serious health condition" or ironing out problems with intermittent leave. …

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