This Article Full Text (OnlineFirst PDF) All Versions of this Article: 0886368709346690v1 41/6/42    most recent Alert me when this article is cited Alert me if a correction is posted Services Email this article to a friend Similar articles in this journal Alert me to new issues of the journal Add to Saved Citations Download to citation manager Request Permissions Request Reprints Add to My Marked Citations Citing Articles Citing Articles via Scopus Google Scholar Articles by Colopy, K. Articles by Dielman, S. Social Bookmarking                         What's this?

Accessing the Impact of Regulatory and Statutory Changes to the Family and Medical Leave Act

Jones Day

^* To whom correspondence should be addressed. E-mail: skdielman{at}jonesday.com.

	Abstract

In 2008, Congress amended the Family and Medical Leave Act (FLMA) by the enactment of the National Defense Authorization Act. Consequently, there are now two more qualifying reasons for protected leave under the FMLA with accompanying definitions and procedures relating to what is now informally referred to as "family member military leave." Not only has the law expanded to include additional protected leaves of absence, but the DOL also revised its FMLA regulations in 2009 with a result of dramatically changing various aspects of administration of the law for both employers and employees. As a result of all these changes, employers are now operating in a significantly different legal and regulatory arena as it relates to the FMLA. This article highlights some of the more significant changes that will require thought and action on the part of employers as they consider how best to operate under this new statutory and regulatory landscape.

First published on September 22, 2009, doi:10.1177/0886368709346690

Compensation & Benefits Review 2009;41:42.

A more recent version of this article appeared on November 1, 2009


CiteULike    Complore    Connotea    Del.icio.us    Digg    Reddit    Technorati    Twitter    What's this?