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The federal Family and Medical Leave Act (FMLA) requires employers covered by the law to provide eligible employees unpaid, job-protected leave for qualifying reasons.<\/p>\n
FMLA covers the following employers:<\/p>\n
Employees are employed each working day of the calendar week if they work any part of the week. The workweeks do not have to be consecutive.<\/p>\n
In counting employees, employers must include:<\/p>\n
Once an employer meets the requirement for FMLA coverage, the employer is a covered employer and will remain covered as long as it employs 50 or more employees in 20 or more workweeks in either the current calendar year or the previous calendar year.<\/p>\n
Separate businesses may be a single employer for FMLA purposes if they are an integrated employer. Separate businesses may be an integrated employer if they have common management, interrelated operations, and common ownership or financial control. The employees of all entities making up the integrated employer must be counted.<\/p>\n
Businesses may be joint employers under the FMLA if they exercise control over an employee’s work or working conditions. For example, joint employment may exist when a temporary employment agency supplies employees to another business. Employees jointly employed by two employers must be counted by both, even if the employee is on only one payroll.<\/p>\n
\u00a9 2024 Zywave, Inc. All rights reserved.<\/em><\/p>\n With so much to manage regarding FMLA, it can be difficult for employers to handle eligibility, track hours effectively, assist with returning to work, and much more. That\u2019s why outsourcing your employee leave management makes sense. GTM\u2019s Leave Specialists will help plan, track, and handle employee leaves, including administration, claims management, return-to-work support, and reporting. The service is delivered via a secure, cloud-based solution backed by a dedicated team of SHRM- and FMLA-certified specialists.<\/p>\nOutsource Your FMLA Administration<\/h2>\n