Employment Law Daily New FMLA notice poster, employer guidebook unveiled by DOL
Wednesday, April 27, 2016

New FMLA notice poster, employer guidebook unveiled by DOL

The Department of Labor will require employers to post a new FMLA notice in their workplaces, the agency announced on Monday, April 25, on the opening day of the Disability Management Employer Coalition (DMEC) FMLA/ADA Employer Compliance Conference in Pittsburgh. Also on Monday, the DOL unveiled a new guide to help employers administer the FMLA’s requirements, according to Franczek Radelet’s Jeff Nowak, who shared the news on his FMLA Insights blog. The new poster offers little in the way of substantive changes—thus, employers can still use the current poster if they so choose—but the revised version has been reorganized for clarity, Helen Applewhaite, DOL’s Branch Chief for FMLA, told Nowak. The DOL’s Employer’s Guide to the Family and Medical Leave Act aims to “provide essential information about the FMLA, including information about employers’ obligations under the law and the options available to employers in administering leave under the FMLA,” according to the agency. (Nowak notes that the agency consulted him, along with other key FMLA practitioners, for feedback on the document before releasing it.) According to Nowak, the user-friendly document:
  • Follows the FMLA regulations and the course of a typical leave request in a relatively orderly manner;
  • Contains easy-to-follow flowcharts so that employers can better understand the typical FMLA process, including a “Road Map to the FMLA” that provides an overview of the FMLA process;
  • Includes “Did You Know?” sections to give employers a heads-up on some of the lesser-known provisions and nuances of the FMLA regulations;
  • Highlights user-friendly charts and explanation of the medical certification process, including what information is required in certifications;
  • Provides an overview of military family leave, which (as Nowak notes) “often can be a bit overwhelming to employers attempting to navigate this portion of the FMLA.”

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