What exactly is FMLA?
The Family and Medical Leave Act (FMLA) is a federal law that provides eligible employees with up to 12 weeks of unpaid, job-protected leave per year for specific family and medical reasons. This includes the birth and care of a newborn, adoption or foster care placement, caring for an immediate family member with a serious health condition, or the employee's own serious health condition. FMLA also covers leave related to military service.
If you have 50 or more employees, compliance with FMLA regulations is mandatory. With MoneyWise Solutions as your leave administration partner, we can help you navigate the complexities of leave management while ensuring you remain compliant.
Some of the types of qualifying leave we can manage:
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FMLA
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State Mandated Leave
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Company Specific Leave
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Military Leave
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Sick Leave
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Volunteer Leave
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Educational Leave
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Bereavement Leave
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Maternity Leave
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Paternity Leave
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Adoption Leave
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Short or Long Term Disability Leave
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Jury Duty
Some of the types of qualifying leave we can manage:
What exactly is FMLA?
The Family and Medical Leave Act (FMLA) is a federal law that provides eligible employees with up to 12 weeks of unpaid, job-protected leave per year for specific family and medical reasons. This includes the birth and care of a newborn, adoption or foster care placement, caring for an immediate family member with a serious health condition, or the employee's own serious health condition. FMLA also covers leave related to military service.
If you have 50 or more employees, compliance with FMLA regulations is mandatory. With MoneyWise Solutions as your leave administration partner, we can help you navigate the complexities of leave management while ensuring you remain compliant.
FMLA Violations can be Costly.
Employer can face various penalties and consequences for FMLA Violations.
$75,000 - $125,000 is the average cost to defend an FMLA lawsuit if it goes to trial.
Examples:
Legal Liabilities
Financial Penalties
Compensation for Lost Wages
Injunction Relief
Loss of Talent
Negative Publicity
The Value of Compliance with MoneyWise
When notified of leave, we will verify eligibility, send out notifications to the employee and employer and ensure it's all completed timely.
Determine Eligibility
We make sure that all parameters, benefits and other details are monitored and communicated.
Approval & Monitoring
We will collect all benefit payments from the employee and remit timely to the group.
Collection and Remittance
We will continue to manage any extensions, and upon expiration of the leave we will notify employees of any requirements.
Return to work
When notified of leave, we will verify eligibility, send out notifications to the employee and employer and ensure it's all completed timely.
Determine Eligibility
We make sure that all parameters, benefits and other details are monitored and communicated.
Approval & Monitoring
We will collect all benefit payments from the employee and remit timely to the group.
Collection and Remittance
We will continue to manage any extensions, and upon expiration of the leave we will notify employees of any requirements.
Return to work
The Value of Compliance with MoneyWise
Leave Management Frequently Asked Questions
Employees who have worked for a covered employer for at least 12 months, worked at least 1,250 hours in the previous 12 months, and work at a location where the employer has at least 50 employees within a 75-mile radius are generally eligible.
Under the Uniformed Services Employment and Reemployment Rights Act (USERRA), employees on military leave are entitled to certain protections and options regarding their benefits:
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Health Insurance Coverage:
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Short-term Military Leave (30 days or less): Employers must continue the employee's health insurance coverage as if they were still working, and the employee pays their normal share of premiums.
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Long-term Military Leave (more than 30 days): Employees can elect to continue their health insurance coverage for up to 24 months. During this period, the employee may be required to pay up to 102% of the full premium (both the employee and employer shares).
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Other Benefits:
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Pension and Retirement Plans: Military leave counts as continuous service for vesting and benefit accrual purposes in pension and retirement plans.
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Paid Leave Accruals: Employers are not required to continue accruing paid leave (e.g., vacation or sick leave) during military leave unless they do so for other types of leave.
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Reinstatement of Benefits:
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Upon returning from military leave, employees are entitled to be reinstated to their previous health insurance coverage without any waiting periods or exclusions (except for service-connected conditions).
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Employers must provide employees with information about their rights and options under USERRA, ensuring compliance and supporting the employee's service commitments.
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FMLA leave is unpaid, but employees may be allowed or required to use accrued paid leave (such as sick leave or vacation time) during FMLA leave.
Yes, employers may require employees to provide medical certification to support FMLA leave requests, especially for leave related to a serious health condition.
Employers can deny FMLA leave if the employee does not meet eligibility criteria, fails to provide required documentation, or exhausts FMLA leave entitlement.
Intermittent leave refers to taking FMLA leave in separate blocks of time rather than in one continuous period. This type of leave allows eligible employees to take time off from work intermittently or on a reduced schedule for qualifying reasons under FMLA.
Leave Management Frequently Asked Questions
Employees who have worked for a covered employer for at least 12 months, worked at least 1,250 hours in the previous 12 months, and work at a location where the employer has at least 50 employees within a 75-mile radius are generally eligible.
Under the Uniformed Services Employment and Reemployment Rights Act (USERRA), employees on military leave are entitled to certain protections and options regarding their benefits:
-
Health Insurance Coverage:
-
Short-term Military Leave (30 days or less): Employers must continue the employee's health insurance coverage as if they were still working, and the employee pays their normal share of premiums.
-
Long-term Military Leave (more than 30 days): Employees can elect to continue their health insurance coverage for up to 24 months. During this period, the employee may be required to pay up to 102% of the full premium (both the employee and employer shares).
-
-
Other Benefits:
-
Pension and Retirement Plans: Military leave counts as continuous service for vesting and benefit accrual purposes in pension and retirement plans.
-
Paid Leave Accruals: Employers are not required to continue accruing paid leave (e.g., vacation or sick leave) during military leave unless they do so for other types of leave.
-
-
Reinstatement of Benefits:
-
Upon returning from military leave, employees are entitled to be reinstated to their previous health insurance coverage without any waiting periods or exclusions (except for service-connected conditions).
-
Employers must provide employees with information about their rights and options under USERRA, ensuring compliance and supporting the employee's service commitments.
-
FMLA leave is unpaid, but employees may be allowed or required to use accrued paid leave (such as sick leave or vacation time) during FMLA leave.
Yes, employers may require employees to provide medical certification to support FMLA leave requests, especially for leave related to a serious health condition.
Employers can deny FMLA leave if the employee does not meet eligibility criteria, fails to provide required documentation, or exhausts FMLA leave entitlement.
Intermittent leave refers to taking FMLA leave in separate blocks of time rather than in one continuous period. This type of leave allows eligible employees to take time off from work intermittently or on a reduced schedule for qualifying reasons under FMLA.
FMLA Violations can be Costly.
Employer can face various penalties and consequences for FMLA Violations.
$75,000 - $125,000 is the average cost to defend an FMLA lawsuit if it goes to trial.
Examples:
Legal Liabilities
Financial Penalties
Compensation for Lost Wages
Injunction Relief
Loss of Talent
Negative Publicity