NCJ Number
145165
Journal
Police Chief Volume: 60 Issue: 10 Dated: (October 1993) Pages: 114,117-119
Date Published
1993
Length
4 pages
Annotation
This article explains regulations for company's to follow in complying with the new Federal Family and Medical Leave Act of 1993 (FMLA).
Abstract
The FMLA permits an eligible employee to have 12 weeks of leave during any 12-month period. The act permits leave for four circumstances: birth and care of a child; placement of a child for adoption or foster care; care of a spouse, parent, or child; and the employee's own serious health condition. An "eligible" employee has been with the employer for at least 12 months and has worked at least 1,250 hours during the 12-month period immediately preceding the start of FMLA leave. A husband and wife who work for the same employer are permitted only a combined total of 12 weeks of leave during any 12-month period, unless it is because of their own serious health condition. Leave taken under the FMLA may be unpaid; however, during any FMLA leave, an employer must maintain the employee's coverage under any group health plan. Other FMLA provisions explained in this article are leave-in-progress when FMLA takes effect, the substitution of paid for unpaid leave, restoration to an equivalent position, key employees, and notice to employees in handbooks. Other topics discussed are medical certification, other employment during leave, recordkeeping requirements, and harmonization with other laws.