As an HR specialist there are many complexities to rules and regulations, to assure that employees are treated fairly. The specialist must review both federal and state laws to assure the company stays in compliance with such. “FMLA rules and regulations are not as straight forward as the human resources professional might prefer. Staying up to date on changes in legislation, the need for worker training and also continuing trends in FMLA administration is a key-component for compliance.” (Inc) Going through the quiz, even after reviewing the FMLA, it was not as clear cut as I thought. An employee has the right to apply paid sick leave or vacation time towards the FMLA time, as long as the business notifies the employee that it is company
…show more content…
When referring to the state in this essay, rules, laws and regulations will be based on the State of Oregon Family Leave otherwise known as OFLA. This can be a challenge for the HR specialist due to the mobility of employees today. An employee may have preconceived ideas and beliefs based on what state they had previously lived. Generally, state laws provide more protection than federal laws (Laws). An employer who has 25 or more employees is to provide family leave. The employee needs only to be employed for half the time required by federal; 6 months and working a 25-hour work week. After the first 12-weeks of leave is taken, should the need arise, an employee can take an additional 12-weeks within that first year; under certain conditions. If an employee has a serious health condition that is either terminal or imminent death, they have more protection under state versus federal. Planned medical leave is requested 30-days in advance, in writing. If leave is sudden, an oral request within 24 hours followed by a written request three days after returning work, is permitted, whereas federally the request is need as soon as the employee is able. …show more content…
With the ever changing rules, regulations, amendments and admissions, the HR specialist is in constant training mode to keep up to date with these changes.
The FMLA was approved in 1993, but it started building momentum in 1986, after a Delaware woman lost her job, when she had to take time off to care for her ill son. IN 1989, it was considered a “’women’s agenda’ focused on family, workplace, and health issue” when presented to Congress and the President of the United States. (Owens) FMLA and OFLA have come a long way for their inceptions
The complexities, different exceptions, federal versus state laws and the company’s type of industry could be a challenge to a novice specialist. With extensive training and updated information available, this can be a benefit to the HR specialist because they are forever gaining education, which could decrease the challenge for the
When referring to the state in this essay, rules, laws and regulations will be based on the State of Oregon Family Leave otherwise known as OFLA. This can be a challenge for the HR specialist due to the mobility of employees today. An employee may have preconceived ideas and beliefs based on what state they had previously lived. Generally, state laws provide more protection than federal laws (Laws). An employer who has 25 or more employees is to provide family leave. The employee needs only to be employed for half the time required by federal; 6 months and working a 25-hour work week. After the first 12-weeks of leave is taken, should the need arise, an employee can take an additional 12-weeks within that first year; under certain conditions. If an employee has a serious health condition that is either terminal or imminent death, they have more protection under state versus federal. Planned medical leave is requested 30-days in advance, in writing. If leave is sudden, an oral request within 24 hours followed by a written request three days after returning work, is permitted, whereas federally the request is need as soon as the employee is able. …show more content…
With the ever changing rules, regulations, amendments and admissions, the HR specialist is in constant training mode to keep up to date with these changes.
The FMLA was approved in 1993, but it started building momentum in 1986, after a Delaware woman lost her job, when she had to take time off to care for her ill son. IN 1989, it was considered a “’women’s agenda’ focused on family, workplace, and health issue” when presented to Congress and the President of the United States. (Owens) FMLA and OFLA have come a long way for their inceptions
The complexities, different exceptions, federal versus state laws and the company’s type of industry could be a challenge to a novice specialist. With extensive training and updated information available, this can be a benefit to the HR specialist because they are forever gaining education, which could decrease the challenge for the