作为小型企业主，您可能对FMLA有很多疑问，从什么是FMLA？To help you better understand FMLA and your roles and responsibilities as an employer, here are the basics of the law, eligibility requirements, and how to remain compliant as an employer.
什么是FMLA？
那么，FMLA是什么意思，FMLA究竟代表什么？FMLA或家庭和病假法，是一项联邦法律，如果需要休假，可以保护工人的工作qualifying reasons。员工每年有权获得12周的无薪假期，并保护他们的工作直到返回。
家庭病假包括：
- FMLA-covered parental leave, such as the birth of a child, adoption, or foster care placement of a child
- A serious health condition that limits an employee’s ability to perform essential functions of his or her job
- 照顾患有严重健康状况的孩子，配偶或父母
- 由于配偶，子女或父母的军事部署而需要注意的情况。员工可以在12个月的时间内最多休26周的无薪假期，以照顾一个受到严重伤害或疾病的配偶，子女或父母的覆盖军人
FMLA雇主指南指出，即使他们的假期未缴纳，您也必须继续支付雇员的健康福利。
员工如何使用FMLA
There are two ways that employees may take Family and Medical Leave Act time: continuously or intermittently. Both ways are limited by the same 12 weeks of eligible time in a 12-month period.
Continuous leave
在FMLA下，连续休假是员工一次使用12周的可用时间。作为雇主，您不需要您的雇员连续使用所有12周。
间歇性休假
Employees can useintermittent leavein reduced amounts of time when medically necessary. Under the FMLA, your employee can break up the 12 weeks of leave over the course of the year for asingle qualifying reason。Employees can either reduce their daily or weekly work schedule or take FMLA leave in blocks of time.
When using FMLA intermittently, employees must make a reasonable effort to work with you to schedule their leave to avoid disrupting operations unnecessarily. You may temporarily transfer the employee to an alternative role within the company with equivalent pay and benefits to accommodate the intermittent leave.
断断续续的离开在某些情况下使用s, such as medical therapy or treatment that cannot be performed outside of work hours. You can grant intermittent leaves in certain cases when the employee or their parent, child, or spouse is seriously ill. You may also agree to an intermittent leave plan for the birth of a child.
员工何时有资格获得FMLA福利？
Employees can use FMLA leave if they:
- Work for a covered employer
- Have worked 1,250 hours during the 12 months before the time of leave
- 在雇主在75英里内拥有50名或更多雇员的地点工作；和
- 为雇主工作了12个月。这12个月不必连续。
全日制和兼职员工都有FMLA资格，如果满足这些要求，则有权使用休假。
Tracking FMLA leave
根据FMLA规则，您有四个选择可以跟踪员工在定义的12个月期间的休假。你可以：
- 在1月1日至12月31日之间使用12个月
- 使用固定的12个月时期，例如您的公司fiscal year, the 12-month period beginning with the employee’s anniversary date, or a 12-month period defined by state law
- Begin the 12 months with the start date of the employee’s first day of FMLA leave
- 从最近使用FMLA假期来计算滚动休假之日起，向后数12个月。然后，计算员工在那12个月的时间内使用多少时间来确定员工离开的休假额
Reference the U.S. Department of Labor (DOL)Fact Sheet #28Hto learn more about calculating the 12-month period. Read more about tracking an employee’s leave usage on DOLFact Sheet #28I。想要学习如何申请FMLA的员工可以在此处查看其他FMLA表格DOL网站。
哪些企业必须提供FMLA休假？
你可能在问自己Does FMLA apply to small businesses?In short, the Family and Medical Leave Act applies to businesses that meet certain criteria, so you might be required to give leave to your employees.
If your business has more than 50 employees in a 75-mile radius, you must offer the FMLA.This includes public, private, and nonprofit businesses.
请记住，当员工要求FMLA休假时，您的业务不需要50名员工。取而代之的是，此数字意味着您必须在当前或上一个日历年中有20名或更多工作周中有50名员工，才能根据FMLA要求被视为承保雇主。
FMLA: Small business
Some (but not all) small businesses with fewer than 50 employees must offer FMLA to their employees.
Integrated and joint employers
Even if your business has fewer than 50 employees, you might need to offer FMLA leave if you are considered an integrated employer or a joint employer.
Integrated employers typically own multiple branches or locations of their business. You might be an综合雇主if you have two or more businesses with:
- Common management
- 相互关联的操作
- 集中控制劳资关系
- A degree of common ownership or financial control
联合雇主通常使用雇员共享或租赁服务，也称为合同人员。根据FMLA指南，您可能是联合雇主if:
- 您和另一个雇主分享雇员的服务或交换员工
- One employer acts in the interest of another employer in relation to an employee
- You and another employer share control of an employee because one employer controls, is controlled by, or is under common control with the other employer
If you are a joint employer or an integrated employer, count the employees from all locations. If the combined number of employees is 50 or more, you must offer FMLA leave.
Let’s say you manage three restaurants, each with 20 employees within 75 miles. If you are considered an integrated employer, count the total number of employees at all the restaurants. Since there are 60 total employees (3 restaurants X 20 employees), you must offer FMLA leave to your employees.
Family and Medical Leave Act vs. paid family and medical leave
Now that you know the basics of the FMLA, you may be asking yourself about paid family and medical leave (PFML). There arestates with paid family leave出于合格原因将带薪休假的计划提供给员工。这些州计划与联邦FMLA计划分开。
Some differences between FMLA and PFML include:
- Whether the time off is paid or unpaid
- 您必须向员工提供多少时间
- 当员工有资格休假时
- The number of employees needed to qualify
Check with your state to review your state’s laws requiring Paid Family and Medical Leave.
FMLA vs. PFML vs. FFCRA
将另一把扳手扔进家庭和病假法案的混乱是引入Families First Coronavirus Response Act（FFCRA）在2020年。该法律与另一个法律分开types of leave。
FFCRA sick leave适用于与共同与19日相关的休假时间。法律要求雇员少于500名员工的私人雇主在2020年4月1日至2020年12月31日之间提供带薪病假。截至2021年1月1日，该休假是雇主的可选。当前的FFCRA将于2021年3月31日到期。
跟踪员工的休息时间不必耗时。爱国者工资单seamlessly integrates with ouronline time and attendanceadd-on to help you keep track. Try it today with a free trial.
This article has been updated from its original publication date of April 3, 2012.
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