Clubs with 50 or more employees must display the new updated 2013 FMLA poster in a conspicuous place where employees and applicants for employment can see it. A poster must be displayed at all locations even if there are no eligible employees and must be posted no later than March 8th.
The federal Family and Medical Leave Act (FMLA) has made several changes in its Final Rule, including military care giver leave for a veteran, qualifying exigency leave for parental care, and a special leave calculation method for flight crew employees. Department of Labor has expanded its protection for military families; eligible workers can take up to 26 workweeks of leave to care for a current service member with a serious injury or illness. Congress also created qualifying exigency leave, which permits eligible employees to take up to 12 workweeks of leave for qualifying exigencies arising out of active duty or call to active duty in support of a contingency operation of a family member serving in the Armed Forces. This means that workers can attend a spouse's farewell and welcome home ceremonies without being penalized at work. They can also use the leave to plan unexpected childcare arrangements if the service member’s call to active duty is unexpected, or leave can be taken to spend time with a family service member on leave from active duty service without risking their jobs.
Employer Requirements for FMLA
- Review the FMLA changes and make the necessary revisions to club policies.
- Managers must notify employees about changes to the FMLA law.
- Display the new 2013 FMLA poster in a noticeable work location by March 8th.
- Handbooks must also be updated to reflect new leave-related changes.
Employers who fail to meet this deadline risk subjecting their club to fines.
For more information, including the rule, a military leave guide, fact sheets and other materials, visit: http://www.dol.gov/whd/fmla/2013rule
To print the new 2013 FMLA poster visit: https://www.dol.gov/whd/regs/compliance/posters/fmla.htm
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