Employees and employers alike often are stumped by the complexity of the Family and Medical Leave Act (FMLA) process, including both the application for and implementation of its leave provisions.
To clarify the processes associated with FMLA, the Department of Labor (DOL) issued a booklet titled “Need Time? The Employee’s Guide to the Family and Medical Leave Act.”
While the booklet is directed primarily to employees, with flowcharts and Q-and-A sections with titles like: “What Can the FMLA do for Me?” and “How Do I Request FMLA Leave?” it also provides employers with a roadmap of the process. For instance, the booklet begins with the question, “Am I Eligible for FMLA Leave?” and a flowchart that walks through clearly worded questions, each requiring a simple yes-or-no response, to allow an individual to understand the requirements for eligibility for FMLA leave.
The section titled “The FMLA Leave Process” is especially valuable to employers, because it is a step-by-step guide that includes both the employer’s obligations and the employee’s responsibilities for successfully going through the leave application process, and addresses the time limits for responding to an employee’s request or certification information.
All of these points are important to having an effective sales compensation strategy. Does your organization…
• Clearly define a sales strategy, focusing on specific goals, and consider the competitive realities of the marketplace?
• Carefully communicate each individual’s particular role in the effort? • Measure performance accurately?
• Create tangible rewards plans based on performance metrics?
• Provide frequent clear-cut feedback consistently?
• Monitor reward systems regularly to ensure their continuing effectiveness?
In July, H.B. 1820 was signed into law in PA, which revives the 8/80 overtime rule and gives health care institutions and nursing homes in Pennsylvania the ability to rely on the 8/80 method of overtime calculation available under the federal Fair Labor Standards Act (FLSA), which is now fully incorporated into Pennsylvania’s Minimum Wage Act. The 8/80 method is an alternative to the standard requirement to pay overtime to employees for all hours worked in excess of 40 in a 7-day workweek. Under the 8/80 method, hospitals, nursing homes, homes for the aged, and certain other medical institutions were permitted under federal law to pay their non-exempt employees one and one-half times their regular rate for all hours worked in excess of 8 hours in a workday, and in excess of 80 hours in a 14-day period. Under the new law, employers in PA can now do the same.