OnePointHRO
Did You Know?
Nationwide, thousands of companies (large and small) are finding that outsourcing their human resources function is the solution to their HR needs. This strategic management option allows a company to remain focused on its core competencies, helping them to further develop and meet their business goals and objectives.
Essentially, an outsource HR solution offers their clients and their employees the services of a human resources department within a large corporation.
Newsletter
December 2008 - FMLA Poster Requirements
Employers are required to display an updated FMLA Poster effective 01-16-2009. This should be posted in the same area with other required posters and the “Military Family Leave Notice” previously posted last year should be removed.
All covered employers are required to display and keep displayed a poster prepared by the Department of Labor summarizing the major provisions of The Family and Medical Leave Act (FMLA) and telling employees how to file a complaint. The poster must be displayed in a conspicuous place where employees and applicants for employment can see it. A poster must be displayed at all locations even if there are no eligible employees.
This update reflects the Military Family Leave Entitlement:
- Qualifying exigency leave for families of members of the National Guard and Reserves when the covered military member is on active duty or called to active duty in support of a contingency operation. An employee whose spouse, son, daughter or parent either has been notified of an impending call or order to active military duty or who is already on active duty may take up to 12 weeks of leave for reasons related to or affected by the family member’s call-up or service. The qualifying exigency must be one of the following:
1) short-notice deployment, 2) military events and activities, 3) child care and school activities, 4) financial and legal arrangements, 5) counseling, 6) rest and recuperation, 7) post-deployment activities and 8) additional activities that arise out of active duty, provided that the employer and employee agree, including agreement on timing and duration of the leave. The leave may commence as soon as the individual receives the call-up notice. (Son or daughter for this type of FMLA leave is defined the same as for child for other types of FMLA leave except that the person does not have to be a minor.) This type of leave would be counted toward the employee’s 12-week maximum of FMLA leave in a 12-month period. - Military caregiver leave (also known as covered service member leave) to care for an ill or injured service member. This leave may extend to up to 26 weeks in a single12-month period for an employee to care for a spouse, son, daughter, parent or next of kin covered service member with a serious illness or injury incurred in the line of duty on active duty. Next of kin is defined as the closest blood relative of the injured or recovering service member.
If you have any questions about these requirements, please call Lynn Jerzyk at 720-259-8302.
Testimonials
“OnePoint has always strived to help us comply with all human resource laws while holding down administrative and workers compensation costs.”