take two.jpgThe feedback from last week’s blog post on annual FMLA certification came fast and furious.  Most of it was complimentary (thank you!), but several of my fellow FMLA nerds raised an interesting issue.  They noted that the FMLA regulation covering “annual” certifications does not specifically state that the certification in the new FMLA

busted2.jpgThe DOL is on a roll, and employers can’t be amused. Over the past few months, the Department of Labor seemingly has issued statement after statement after statement announcing settlements it has reached with various employers in conjunction with alleged FMLA violations. Heck, DOL now even has its own blog highlighting its recent FMLA enforcement

DOL employee guide.jpgThis week, I had the privilege of presenting on the “Nuts and Bolts” of the FMLA with Department of Labor Branch Chief for FMLA, Diane Dawson.  Our presentation was part of an FMLA/ADAAA compliance conference hosted by the Disability Management Employers’ Coalition (DMEC).  [My unsolicited opinion: DMEC is a fabulous non-profit organization devoted to

fmla poster.pngEarlier this month, the Department of Labor issued final new rules regarding the amendments to military family leave, flight crew eligibility and a handful of other relatively minor issues.  At the time, I covered those changes at some length here

Perhaps a bit lost in the changes to the regulations, however, is the obligation to begin using updated

main1.pngThis week, the Department of Labor released its final rule implementing the Family and Medical Leave Act amendments under the National Defense Authorization Act of 2010 (NDAA) and the Airline Flight Crew Technical Corrections Act (AFCTCA).  The final regulation also revises a handful of existing regulatory provisions, and removes the model FMLA forms from the appendices