Family and Medical Leave Act
IPMA firmly supports an employee's ability to take leave to address health and family concerns. The Association also supports technical corrections to the Family and Medical Leave Act (FMLA) that would assist employers in implementing the law. In particular, the Department of Labor issued an administrative letter that complicated the definition of "serious health condition." The FMLA states that relatively minor illnesses such as the common cold will not constitute a serious health condition. However, in the administrative letter, the Department of Labor stated that relatively minor ailments will qualify an employee for FMLA leave under certain circumstances.
Family and Medical Leave Act Resolution
WHEREAS: The International Personnel Management Association - U.S. supports the goals of the Family and Medical Leave Act (FMLA); and
WHEREAS: Public employers support the concept of the FMLA: and
WHEREAS: The definition of "serious health condition" contained in the FMLA and interpreted by the U.S. Department of Labor has created confusion for employers and has led to litigation; and
WHEREAS: "Intermittent leave" allows employees to take leave in separate blocks of time and is an important FMLA provision; and
WHEREAS: The Department of Labor's regulations interpreting "intermittent leave" has resulted in administrative difficulties for some employers; now, therefore, be it
RESOLVED: That the International Personnel Management Association - U.S. will review the FMLA and consider developing revisions that would clarify the law, lessen the administrative burden on employers and submit those revisions to the U.S. Department of Labor and Congress for consideration.