WASHINGTON D.C._ The U.S.
Department of Labor today marked the 20th anniversary of the signing of the
Family and Medical Leave Act by issuing a final rule implementing two important
expansions of FMLA protections.
The first expansion provides families of
eligible veterans with the same job-protected FMLA leave currently available to
families of military service members and it also enables more military families
to take leave for activities that arise when a service member is deployed. The
second expansion modifies existing rules so that airline personnel and flight
crews are better able to make use of the FMLA's protections.
"Enabling our
military families to care for their loved ones without fear of losing their job
and to actively participate in deployment, reunification and recovery reflects
our deeper understanding of the role family members have in sustaining an
all-volunteer force. Today's rule makes clear this administration's strong,
ongoing commitment to respond to the needs and sacrifices of our military
families. The rule also helps ensure that pilots and flight crews will no longer
need to choose between career and caring for a loved one," said acting Secretary
of Labor Seth D. Harris.
The rule, being
expanded today, implemented congressional amendments to the FMLA permitting
eligible workers to take up to 26 workweeks of leave to care for a current
service member with a serious injury or illness. Congress also created
qualifying exigency leave, which permits eligible employees to take up to 12
workweeks of leave for qualifying exigencies arising out of active duty or call
to active duty in support of a contingency operation of a family member serving
in the National Guard or Reserve. This means that workers can attend a spouse's
farewell and welcome home ceremonies without being penalized at work. They also
can spend time with family members on leave from active duty service without
risking their jobs.
The final rule
also implements amendments clarifying the application of the FMLA to airline
personnel and flight crews. Until the amendments, many flight crews did not meet
FMLA eligibility criteria due to the unique way in which their hours are
counted. The legislation authorized the department to tailor FMLA regulations
that extend protections to these uniquely situated employees.
For more
information, including the rule, a military leave guide, fact sheets and other
materials, visit http://www.dol.gov/whd/fmla/2013rule.
The final rule
announced today will have tremendous benefits for workers, employers and
families. The FMLA, enacted in 1993, entitles eligible employees of covered
employers to take unpaid, job-protected leave for specified family and medical
reasons. For additional information on the FMLA, including information and fact
sheets on the proposed revisions, visit http://www.dol.gov/whd/fmla.
