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Changes may be in store for the Family and Medical Leave Act.

The U.S. Department of Labor announced this week it will seek input on how to improve the FMLA, which requires certain employers to provide their employees with at least 12 weeks of unpaid, job-protected leave for qualified family and medical reasons. The labor department wants to hear feedback on ways to improve FMLA regulations in ways that “better protect and suit the needs of workers.” Reducing administrative and compliance burdens on employers are other reasons changes are being pursued.

The agency intends to issue a Request for Information (RFI) no later than April 2020. Amending the FMLA is one component of the labor department’s spring 2019 regulatory agenda. Priorities for the Equal Employment Opportunity Commission and other federal agencies also are outlined in that agenda.

Plans to alter the FMLA come during a time when employers are increasingly offering additional flexibility for women and men who need to be away from work for extended periods to tend to family matters.

However, employee leave can bring administrative challenges for employers including tracking intermittent leave types and ensuring employees are sent the required notices and that the completed certification forms are received.

Using a third-party human resources provider, such as Syndeo, can reduce the amount of time companies spend on FMLA administration.

Syndeo administers the entire FMLA program on behalf of its clients.

FMLA was enacted in 1993.

About us: As the Heartland’s leading employer services company, Syndeo partners with local business owners to help them minimize risk, improve efficiency and maximize profitability allowing them the freedom to focus on growth and fulfilling their mission. Syndeo fulfills its mission by taking on all of the HR responsibilities for our clients’ workforce, including employee relations, benefits, risk management and payroll.

 

~Josh Heck, Marketing Manager, Syndeo