February 4, 2008 |
FMLA Clarification Our
“e-alert” last Friday reported the new amendments to the
FMLA for military-related leave. Most employers already grant some
form of leave for such exigent circumstances and, for most employers,
the new leave requirements should not pose a hardship.
However, many employers were hoping for a different type of amendment.
Last year, the Department of Labor sought public comment on the
FMLA, and intermittent leave was among the most frequent comments.
Many hoped that new regulations or a new amendment would tighten
and curb some of the perceived intermittent leave abuses. However,
the new amendment does not address any problematic areas of the
existing law; hence, the title of the Alert - “FMLA Amended
- But Not In A Good Way.” We certainly did not mean to imply
that granting leave to employees whose family members are called
to duty or injured in the Armed Services is not a good or justifiable
goal. CreditsKegler, Brown, Hill & Ritter's E-mployment Alert is prepared by the Labor & Employee Relations practice group. To subscribe to any Kegler Brown publication, please use our Subscribe Form. To unsubscribe from any Kegler Brown publication, please use our Opt-Out Form. This publication, as well as an archive of previous publications, is also available from our Publications Archive. The E-mployment Alert is designed to provide general information about the subjects discussed. It is not meant to be all-inclusive or comprehensive. Kegler Brown is not rendering any legal or professional advice by way of this publication. © 2000-2008, Kegler, Brown, Hill & Ritter Co., L.P.A. |
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