Hoosier Banker 35 FMLA should review their FMLA leave administration practices and leave policy to ensure they are in compliance. HB A FULL SERVICE LAW FIRM WITH A SIMPLE PROMISE, PUT YOU FIRST. INDIANA | ILLINOIS | MISSOURI | OHIO | WISCONSIN WWW.AMUNDSENDAVISLAW.COM 201 North Illinois Street, Suite 1400 Capital Center, South Tower Indianapolis, Indiana 46204 }ɘʇȠȞȤɉȡȣȡɉȡȞȝȝʇɓʇ4ɘʇȠȞȤɉȡȣȡɉȡȞȝȞ The information in this article is provided for general information purposes only and does not constitute legal advice or an opinion of any kind. You should consult with legal counsel for advice on your institution’s specific legal issues. * The qualifying reasons for leave include parenting leave (leave to care for the employee’s newborn child or child who has been adopted by the employee or placed with employee by foster care), employee’s medical condition (leave for employee’s serious health condition that makes the employee unable to perform the essential functions of his or her job), family medical leave (leave to care for a spouse, son, daughter or parent who has a serious health condition), military family exigency leave (leave for any qualifying exigency arising out of the fact that an employee’s spouse, son, daughter or parent is a military member on covered active duty or called to covered active duty status) and military caregiver leave (26 work weeks of leave in any one 12-month period to care for a covered service member with a serious injury or illness if the eligible employee is the service member’s spouse, son, daughter, parent or next of kin). the hours of service requirement but the employer disagrees. In determining whether the remote employee is employed within 75 miles of the employer’s worksite, their worksite is the location that the employee reports to or receives assignments from and not their personal residence. In May, the DOL issued an opinion letter affirming prior guidance regarding how to calculate a workweek when a workweek includes a holiday. If a holiday falls within a week in which an employee is on continuous leave and the employee is not expected to work the holiday, then the entire week is counted as FMLA leave even though the employee only used four days of FMLA leave. If, however, a holiday falls within a week in which an employee works for part of the week and uses FMLA leave for part of the week (whether because of intermittent leave or reduced schedule leave), and the employee is not required to work the holiday, then the holiday does not count against the 12-week FMLA leave entitlement. Employers who are subject to the Women in banking gather to unlock their potential and own the future. Click on the icon in HB Digital for more information and latest updates, or go to: indiana.bank/calendar. Banking on Women Conference Indianapolis NOV. 89
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