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PAID FAMILY AND MEDICAL LEAVE
STATUS
In
the 110th Congress:
On June 21, 2007, Senators Christopher Dodd (D-CT) and Ted
Stevens (R-AK) introduced S. 1681, the Family Leave
Insurance Act. This bill seeks to provide up to eight weeks
of paid leave to care for a newborn or recently adopted
child; to care for a child, spouse or parent with a serious
illness; or to care for their own serious illness.
Under this bill, employers would pay leave benefits through
their regular payroll and be reimbursed by the Family Leave
Insurance Fund, created by this legislation. Employees and
employers would both be required to pay a premium into the
fund, roughly 0.2 percent of the employee’s earnings. The
benefits would be tiered based on the employee’s earned
wages.
Participation in this program is mandatory for businesses
with over 50 employees. Those businesses with less than 50
employees may choose to opt into the program at a 50
percent discount (pay only 0.1 percent premiums).
Representative Rosa DeLauro (D-CT) and Senator Ted Kennedy
(D-MA) have introduced the Healthy Families Act (H.R. 1542
and S. 910, respectively), which seeks to provide the same
type of benefit as the Washington law noted above. This
bill would require businesses that employ 15 or more
employees to provide a minimum paid sick leave and
employment benefits of seven days for those who work at
least 30 hours a week, and a prorated amount for those who
work between 20 and 30 hours a week.
Congresswoman Carolyn Mahoney (D-NY) has introduced H.R.
1369, the Family and Medical Leave Expansion Act, which
would expand the FMLA’s coverage to employers with 25 or
more workers. It would also extend leave to those employees
who must address the effects of domestic violence. Finally,
it would direct the DOL to make five-year grants to state or
local governments to pay for the federal share of the cost
of carrying out projects that assist families by providing
wage replacement for eligible individuals responding to
caregiving needs.
BACKGROUND
On
February 5, 1993, President William J. Clinton signed into
law H.R. 1, the Family and Medical Leave Act (FMLA). This
law mandates that private employers with 50 or more
employees on their payrolls, and all public employers,
regardless of size, provide 12 weeks of job-protected,
unpaid family or medical leave to employees who have worked
for them for at least 12 months (not necessarily
consecutively). Employees would be eligible for FMLA-leave
for the birth and care of a child, the placement of an
adopted or foster child, the care of an immediate family
member with a serious health condition that necessitates the
employee’s presence, or to care for the employee’s own
serious health condition that renders them unable to perform
the functions of their position.
Under this law, the employee may take the leave
intermittently or through a reduced work schedule. When the
need for leave is foreseeable, employees are to provide
their employers with 30 days notice. If the need is
unanticipated, employees are to provide notice “as soon as
practicable,” which has been interpreted by the Department
of Labor (DOL) as within one to two business days of
employees’ realizing the need for time off. Employees are
required to provide enough information to the employer to
allow them to determine whether the leave is for a FMLA-qualifying
reason.
EMPLOYER RESPONSIBILITIES UNDER
FMLA
Ragsdale
v. Wolverine Worldwide, Inc.
In
1996, Tracy Ragsdale, an employee at Wolverine Worldwide,
Inc., was diagnosed with cancer. As the company’s leave
policy allowed employees with six months of service to take
leave up to seven months, Ms. Ragsdale requested, and was
granted, seven months, or 30 weeks, of leave. After the
seven months were over, Ms. Ragsdale was unable to return to
work, resulting in her termination by Wolverine. However,
as the original seven month leave was not designated as FMLA
leave by her employer, Ms. Ragsdale filed suit alleging
claims under the FMLA.
After losing her case in the district court, Ms. Ragsdale
appealed to the Eighth Circuit court, which upheld the lower
court’s finding, stating, “Under the FMLA, twelve weeks of
leave is both the minimum the employer must provide and the
maximum that the statute requires.” Further, the court
concluded that the “DOL regulations must be struck down.”
The case was subsequently appealed to the Supreme Court,
which also ruled in favor of the lower courts. In a 5-4
decision, the Supreme Court decided that the DOL’s
regulations were an impermissible alteration of the FMLA’s
framework, stating, “The FMLA guaranteed Ragsdale 12 — not
42 — weeks of leave in 1996.”
STATE FMLA
While
the federal FMLA provides a minimum threshold for unpaid
leave that all states must meet, individual states are
allowed to pass their own similar requirements. When the
federal law was passed in 1993, it supplemented roughly 30
state statutes that provided family and medical leave to
employees who worked in those states. The FMLA specifically
stated that nothing in the law should “be construed to
supersede any provision of any State or local law that
provides greater family or medical leave rights than the
rights established under [the FMLA].”
The
FMLA and state family medical leave laws tend to differ in
terms of coverage and scope. Whereas the federal statute
applies to private employees with at least 50 employees,
there are several state statutes that have a much lower
employee threshold. For instance, California requires
private employers with at least five workers to provide 12
weeks for family and medical care. Also, while the FMLA has
a fairly narrow scope of reasons for FMLA leave, some states
are much broader. In Rhode Island, an employee is allowed
10 hours of unpaid leave during a 12-month period to attend
a school-related activities.
However, some states are going beyond mandated unpaid
leave. Earlier this year, the State of Washington has a
paid family leave law that requires all employers,
regardless of size, to allow employees five weeks of family
leave to care for children or sick family members. The
payments are administered through the state’s unemployment
compensation system. There is a dollar cap on the amount of
the benefit and employers with less than 25 employees are
not required to keep the job open for the employee’s
return.
Currently, Washington is only the second state to pass such
legislation (California being the other). However, similar
bills have been introduced in Oregon, New York, and New
Jersey and are receiving the same support that helped with
the passage of the bill in Washington.
NEW
FMLA REGULATIONS
The U.S. Department of Labor has issued a final rule
updating provisions of the implementing regulations for the
Family and Medical Leave Act (FMLA). The proposed rules
were issued in 2007. The new provisions are effective on
January 16, 2009.
The Ragsdale Decision/Penalties: The updated rule contains
technical changes to be consistent with the U.S. Supreme
Court's decision in Ragsdale v. Wolverine World Wide Inc.
The court ruled that the regulation's so-called
"categorical" penalty (requiring an employer to provide 12
additional weeks of FMLA-protected leave after the employee
had already taken 30 weeks of leave) was inconsistent with
the statutory limit of only 12 weeks of FMLA leave and
contrary to the law's remedial requirement that an employee
demonstrate individual harm.
The new rule removes these penalties and clarifies that if
an employee suffers individual harm because the employer did
not follow the notification rules, the employer may be
liable.
Waiver of Rights: The final rule codifies the Department’s
longstanding position that employees may voluntarily settle
or release their FMLA claims without court or Department
approval. Although this is not a change in the law, the
clarification is needed because a recent Fourth Circuit
decision interpreted the Department’s regulations as
prohibiting employees from either prospectively or
retroactively waiving their rights. Prospective waivers of
FMLA rights continue to be prohibited under the final rule.
Serious Health Condition: The final rule retains the six
individual definitions of serious health condition while
adding guidance on three regulatory matters. One of the
definitions of serious health condition involves more than
three consecutive, full calendar days of incapacity plus
“two visits to a health care provider.” Because the current
rule is open-ended, the Tenth Circuit has held that the “two
visits to a health care provider” must occur within the
more-than-three-days period of incapacity.
Under the final rule, the two visits must occur within 30
days of the beginning of the period of incapacity and the
first visit to the health care provider must take place
within seven days of the first day of incapacity. A second
way to satisfy the definition of serious health condition
under the current regulations involves more than three
consecutive, full calendar days of incapacity plus a regimen
of continuing treatment. The final rule clarifies here also
that the first visit to the health care provider must take
place within seven days of the first day of incapacity.
Thirdly, the final rule defines “periodic visits” for
chronic serious health conditions as at least two visits to
a health care provider per year since that provision is also
open-ended in the current regulations and potentially
subjects employees to more stringent requirements by
employers.
Light Duty: At least two courts have held that an employee
uses up his or her 12-week FMLA leave while on a "light
duty" assignment. Under the final rule, time spent in
"light duty" work does not count against an employee's FMLA
leave entitlement, and the employee's right to job
restoration is held in abeyance during the light duty
period. If an employee is voluntarily doing light duty
work, he or she is not on FMLA leave.
Perfect Attendance Awards: The final rule changes how
perfect attendance awards are treated to allow employers to
deny a "perfect attendance" award to an employee who does
not have perfect attendance because he or she took FMLA
leave — but only if the employer treats employees taking
non-FMLA leave in an identical way.
Substitution of Paid Leave: FMLA leave is unpaid. However,
the statute provides that employees may take, or employers
may require employees to take, any accrued paid vacation,
personal, family or medical or sick leave, as offered by
their employer, concurrently with any FMLA leave. This is
called the “substitution of paid leave.” The current
regulations apply different procedural requirements to the
use of vacation or personal leave than to medical or sick
leave. Complicating matters even further, the Department has
treated family leave differently than vacation and personal
leave.
Accordingly, under the final rule, all forms of paid leave
offered by an employer will be treated the same, regardless
of the type of leave substituted (including generic “paid
time off”). An employee electing to use any type of paid
leave concurrently with FMLA leave must follow the same
terms and conditions of the employer’s policy that apply to
other employees for the use of such leave. The employee is
always entitled to unpaid FMLA leave if he or she does not
meet the employer’s conditions for taking paid leave and the
employer may waive any procedural requirements for the
taking of any type of paid leave.
Employer Notice Obligations: The final rule consolidates
all employer notice requirements into a "one-stop" section
of the regulations to clear up some conflicting provisions
and time periods. Further, the final rule clarifies and
strengthens the employer notice requirements to employees in
order that employers will better inform employees about
their FMLA rights and obligations, and allow for a smoother
exchange of information between employers and employees.
Employee Notice: The final rule modifies the current
provision that had been interpreted to allow some employees
to notify their employers of their need for FMLA leave up to
two full business days after an absence, even if they could
provide notice sooner. Under the final rule, the employee
must follow the employer's normal and customary call-in
procedures, unless there are unusual circumstances.
Medical Certification Process (Content and Clarification):
The final rule recognizes the advent of the Health Insurance
Portability and Accountability Act (HIPAA) and the
applicability of the HIPAA privacy rule to communication
between employers and employees’ health care providers.
Further, in response to specific concerns raised by
employees about medical privacy, the Department has added a
requirement to the final rule that specifies that the
employer’s representative contacting the health care
provider must be a health care provider, human resource
professional, a leave administrator, or a management
official, but in no case may it be the employee’s direct
supervisor. Further, employers may not ask health care
providers for additional information beyond that required by
the certification form.
The final rule also improves the exchange of medical
information by updating the Department’s optional Form
WH-380 to create separate forms for the employee and covered
family members and by allowing—but not requiring—health care
providers to provide a diagnosis of the patient’s health
condition as part of the certification.
In addition, the final rule specifies that if an employer
deems a medical certification to be incomplete or
insufficient, the employer must specify in writing what
information is lacking, and give the employee seven calendar
days to cure the deficiency. These changes will improve
FMLA communications, protect the privacy of workers, and
help ensure that the employees who need leave will get it
and not be subject to repeated requests for additional
information or be denied FMLA leave on a technicality.
Medical Certification Process (Timing): The final rule
codifies a 2005 DOL Wage and Hour Opinion letter that stated
that employers may request a new medical certification each
leave year for medical conditions that last longer than one
year. The final rule also clarifies the applicable time
period for recertification. Under the current regulations,
employers may generally request a recertification no more
often than every 30 days and only in conjunction with an
FMLA absence unless a minimum duration of incapacity has
been specified in the certification, in which case
recertification generally may not be required until the
duration specified has passed. The final rule restructures
and clarifies the regulatory requirements for
recertification. In all cases, the final rule allows an
employer to request recertification of an ongoing condition
every six months in conjunction with an absence.
Fitness-For-Duty Certifications: The current FMLA
regulations allow employers to enforce uniformly-applied
policies or practices that require all similarly-situated
employees who take leave to provide a certification that
they are able to resume work. This is called a
“fitness-for-duty” certification. The final rule makes two
changes to the fitness-for-duty certification process.
First, an employer may require that the certification
specifically address the employee’s ability to perform the
essential functions of the employee’s job. Second, where
reasonable job safety concerns exist, an employer may
require a fitness-for-duty certification before an employee
may return to work when the employee takes intermittent
leave.
MILITARY LEAVE
DOL
also issued new regulations to implement the statutory
expansion of FMLA for military families.
Military Caregiver Leave: Implements the requirement to
expand FMLA protections for family members caring for a
covered service member with a serious injury or illness
incurred in the line of duty on active duty. These family
members are able to take up to 26 workweeks of leave in a
12-month period.
Leave for Qualifying Exigencies for Families of National
Guard and Reserves: The law allows families of National
Guard and Reserve personnel on active duty to take FMLA
job-protected leave to manage their affairs — "qualifying
exigencies." The rule defines "qualifying exigencies" as:
(1) short-notice deployment
(2) military events and related activities
(3) childcare and school activities
(4) financial and legal arrangements
(5) counseling
(6) rest and recuperation
(7) post-deployment activities and
(8) additional activities where the employer and employee
agree to the leave.
COVERAGE
As a refresher, FMLA applies to all private sector
employers who employ 50 or more employees for at least 20
workweeks in the current or preceding calendar year -
including joint employers and successors of covered
employers.
To be eligible for FMLA leave, an employee must work for a
covered employer and:
- have worked for that employer for
at least 12 months; and
- have worked at least 1,250 hours
during the 12 months prior to the start of the FMLA
leave; and,
- work at a location where at least
50 employees are employed at the location or within 75
miles of the location.
Covered employers must grant an eligible employee up to a
total of 12 workweeks of unpaid leave in a 12 month period
for one or more of the following reasons:
- for the birth of a son or
daughter, and to care for the newborn child;
- for the placement with the
employee of a child for adoption or foster care, and to
care for the newly placed child;
- to care for an immediate family
member (spouse, child, or parent — but not a parent
"in-law") with a serious health condition; and
- when the employee is unable to
work because of a serious health condition.
Leave to care for a newborn child or for a newly placed
child must conclude within 12 months after the birth or
placement.
Spouses employed by the same employer may be limited to a
combined total of 12 workweeks of family leave for the
following reasons:
- birth and care of a child;
- for the placement of a child for
adoption or foster care, and to care for the newly
placed child; and,
- to care for an employee's parent
who has a serious health condition.
ANALYSIS
The
difficulty with the FMLA is not so much the actual law but
the practical challenges of implementing it. The
administration and management burdens are enormous.
Managing unscheduled intermittent leave and dealing with
medical certifications are the two biggest issues.
Paid leave brings its own set of challenges. Aside from
the cost, employees will use all the paid leave available to
them, increasing practical administrative complexity.
OUTLOOK
Expect
a strong push in the 111th Congress for some sort
of expansion of paid benefits.
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