By Martha J. Cardi, Chief Compliance Officer, and Megan G. Holstein, Senior counsel, Compliance and Employment Law

The much-publicized new Family and Medical Leave Act (FMLA) regulations issued last month by the U.S. Department of Labor go into effect today, March 8.  We provided a summary of the major provisions of the new regulations in a post last month.

What Employers Must Do Now

Employers are responsible for compliance with the new regulations as of March 8, 2013.  If you are using Reed Group’s leave management services or software we have taken much of the pain out of the process for you.  However, employers still need to:

  • Post the updated notice to employees, which can be found here.
  • Update the FMLA section of your handbook or employment policies to reflect the changes.
  • Train appropriate personnel (Human Resources, Benefits, Managers, etc.) on the new aspects of the FMLA.

Reed Group’s Actions to be “March 8 Ready”

 It has been a busy time at Reed Group since the release of the new regulations four weeks ago.  In addition to updating our signature LeavePro™ leave management software, Reed Group has revised the FMLA chapter in Leave of Absence Advisor (LoAA) to be a current and reliable reference tool.  Complying with the FMLA regulations is not easy; they are lengthy and cumbersome.  And, keeping up with revisions to the regulations and court cases interpreting the FMLA is a full time job! But help is available: Reed Group’s Leave of Absence Advisor ™ reference tool provides helpful tips, examples, and notes on best practices to administer the FMLA.  By using Reed Group’s LoAA, you don’t need to memorize these new regulatory changes to the FMLA; rather, you can have access to current information on the FMLA at your fingertips when the need arises.

In addition to updating LeavePro™ and the Leave of Absence Advisor ™, Reed Group has also updated our eligibility letters and packets with the current FMLA Rights and Responsibilities, updated our Injured Servicemember and Qualifying Exigency certification forms, and trained our staff on all of the pertinent changes to the FMLA and corresponding forms.

When it comes to complying with the federal Family and Medical Leave Act, you don’t have to go it alone.  Contact Reed Group with questions about the FMLA or any other leave issue:

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