Chapter 18: Family and Medical Leave Act (FMLA).........................
One of the laws that affects many businesses is the Family and Medical
Leave Act of 1993 (FMLA). Under this law, businesses that have 50 or more
employees—with some exceptions—are required to allow employees to
take up to 12 weeks leave for certain family or medical-related events. The
law also guarantees that when the employee returns, he or she will be given
the same or an equivalent job. Under the law, companies are given the
discretion to determine if they or the employee using the FMLA leave will
pay the costs of the employee’s benefits during the FMLA leave period.
The FMLA system in Human Resources includes the FMLA Initiation
window and the FMLA Premiums and Payments window. You can use the
FMLA Initiation window to track an employee’s FMLA leave and to record
starting and ending dates for the leave period and the reason for the leave.
If the employee is responsible for paying benefit premiums while on FMLA
leave, you also can note due dates for payment of benefit premiums. Use
the FMLA Premiums and Payments window to track an employee’s
payments of premiums due during the FMLA period.
This information is divided into the following sections:
- FMLA limitations
- Initiating an employee FMLA leave
- Adjusting an employee’s FMLA leave
- Viewing FMLA information
- Entering an FMLA premium due
- Entering an FMLA payment
- Adjusting or deleting an FMLA premium or payment
FMLA limitations
There are some limitations to using the FMLA system. For example, you
can’t track part-time employee records automatically, and varying work
weeks and advanced leave must be handled on an individual basis. These
items can still be included in the FMLA calculations by using the following
solutions:
Part-time employees The FMLA system counts all employees as full-
time workers. To correctly calculate the FMLA leave time used by a part-
