Employers: Revisit your FMLA policies. A recent amendment requires 26 weeks of unpaid military family medical leave.
On January 28, 2008, President Bush signed into law the National Defense Authorization Act for FY 2008 (NDAA). Among other things, the NDAA amends the FMLA to permit a "spouse, son, daughter, parent, or next of kin" to take up to 26 weeks of leave to care for a "member of the Armed Forces, including a member of the National Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness" (Military Family Medical Leave).
The provisions in the NDAA providing this leave are effective as of January 28, 2008. The Department of Labor (DOL) has not yet prepared guidance regarding rights and responsibilities under this new legislation. Until such guidance is prepared, the Wage and Hour Department (WHD) will require employers to act in good faith in providing leave under the new legislation. Because the NDAA amends the FMLA, FMLA-type procedures should be used as may be appropriate (for example, procedures regarding substitution of paid leave and notice).
The NDAA also permits an employee to take FMLA leave for "any qualifying exigency ... arising out of the fact that the spouse, or a son, daughter, or parent of the employee is on active duty [or has been notified of an impending call or order to active duty] in the Armed Forces in support of a contingency operation." The phrase "any qualifying exigency" is to be defined by the Secretary of Labor. By its express terms, this provision of the NDAA is not effective until the Secretary of Labor issues final regulations defining "any qualifying exigency." It is expected that this amendment will allow the immediate family of military personnel to use FMLA time for issues directly arising from deployment and extended deployments. For example, the wife of a recently deployed service member could use FMLA time to arrange for childcare or the husband of a service member could use FMLA time to attend pre-deployment briefings, family support sessions to see his wife off or welcome her home. The DOL is in the process of preparing such regulations. In the interim, the DOL is encouraging employers to provide this type of unpaid leave to qualifying employees.
HOW SHOULD EMPLOYERS IMPLEMENT THESE CHANGES?
Comments on the proposed regulations are due on or before April 11, 2008. As part of the reviews recommended in 1 and 2 above, employers should take this opportunity to confirm that their FMLA policies and related documents correctly reflect the treatment of an employee's benefits during FMLA as outlined in the proposed regulations.
In its current form, the Family and Medical Leave Act of 1993 (FMLA) entitles eligible employees of covered employers to take up to a total of 12 weeks of unpaid leave during a 12 month period for:
The 12 weeks of leave may be taken in a block, or under certain circumstances, intermittently or on a reduced leave schedule. Employers covered by the law must maintain for the employee any preexisting group health coverage during the leave period under the same conditions coverage would have been provided if the employee had not taken leave, and, once the leave period has concluded, reinstate the employee to the same or an equivalent job with equivalent employment benefits, pay and other terms and conditions of employment. For more information regarding compliance with the FMLA or assistance in revising or drafting employer policies, please contact Mary Elizabeth Davis.
Reprinted with permission of Virginia Lawyers Media.