Some research suggests that there is often a gap between what employees want and what employers are providing. While there can be some give and take on many issues, there is little room for employee preference when it comes to the Family and Medical Leave Act (FMLA). The U.S. Department of Labor recently clarified that employees can’t opt out of FMLA coverage. If they need leave for a reason covered under FMLA protections, that time off counts against their available allotment. The employer has responsibility for designating that leave. Specifically, he or she must provide certain notices and request information that will enable determination of whether FMLA applies to the leave. If an employer fails to identify FMLA-qualifying leave, the organization runs the risk of a lawsuit, so it’s important to know and follow the law—with no rule-bending allowed. Read the full article.
