Family Medical Leave Act (FMLA)

The complexity of the FMLA and CFRA compliance requirements continue to impact how organizations manage  medical leaves in the workplace.

When the FMLA ends, the ADA begins!

The Family Medical Leave Act (FMLA) and the California Family Rights Act (CFRA) require employers with 50 or more employees to grant medical leave to employees in certain circumstances, including pregnancy, adoption, care of a child, spouse or parent, or the presence of a serious health condition that renders an employee unable to perform one or more of the essential functions of his or her job.

The overlap with ADA and Workers’ Compensation can be confusing, and further complicated by state regulations that may include Pregnancy Disability Leave and Paid Family Leave, as well as the recent amendments to both the ADA and FMLA.

HRM Consulting Inc. provides integrated leave management services including case specific Medical Leave Management as well as management training on how to Control Medical Absences in the workplace.