Running a business takes serious work and that includes keeping up with the latest employee protection laws. When it comes to work-leave, there are several options available to employees that your business should know about. Keep reading to learn more about work-leave policies and how your business can best prepare for them.
FMLA (Family and Medical Leave Act)
One of the most well-known work-leave policies is the FMLA. The FMLA was signed into law by President Clinton in 1993. It’s designed to give eligible employees the option to take unpaid, job-protected leave for specific family or medical reasons. Eligible employees can take up to twelve weeks of paid time off for the following reasons:
- The birth of a child within one year of the date of birth
- The adoption of a child within one year of the adoption date
- To care for a spouse, child, or parent with a serious health condition
- To recover from a serious health condition that renders the employee unable to perform the functions of their job
- Those dealing with military deployment of a spouse or child
ADA (Americans with Disabilities Act)
The Americans with Disabilities Act was signed into law by President George H. W. Bush in 1990. This federal law protects the rights of covered employees with disabilities. Employers must make reasonable accommodations for qualified employees who have disabilities. This includes modifications to work schedules, including paid leave. There is no set timeline for how much leave a qualified employee can take under ADA law. An organization is not required to provide leave under the ADA if they can prove that an absence would lead to “undue hardship.”
Maternity and Paternity Leave
Maternity and paternity leave falls under the protection of the FMLA. This type of leave refers to the time a new mother or father needs to take off from work following the birth of a new baby. Maternity and paternity leave often falls under the umbrella of a short-term disability. A short-term disability can cover an employee’s salary, or a partial part of their salary, for a set number of days. Typically a new parent can receive up to 12 weeks of job-protected leave after the birth of their child.
If you are injured on the job, you may be entitled to time off through workers’ compensation. Workers’ compensation dates back to the early 1900s due to a sharp rise in workplace-related injuries. Federal workers or those in specific groups who were injured on the job are eligible to receive wage replacement benefits, medical treatment, vocational rehab, and other benefits.
Work with Prescott HR
Does your organization need assistance in understanding work-leave policies? We are here to help! Prescott HR offers a wide range of services that can help your organization evaluate your current policies and incorporate new ones, as needed. Our unintimated HR practices allow us to be focused and effective, providing your business with precisely what you need. Give us a call today at 443-351-8818 or contact us online.