Veterans Employment and Training - What employers need to know about the new laws affecting employees who serve in the military. Available free to any employer upon request. Current and Former Drug Users Under the ADA - Regina Watson FMLA Compliance Kit. Since 1993, companies with 50 or more employees have been required to provide Family and Medical Leave to eligible employees. Leave is generally available to eligible employees under three circumstances: (1) a serious health condition of the employee, (2) a serious health condition of a member of the employee’s immediate family, or (3) to care for a newborn or newly adopted child. The details of this law and the regulations adopted by the Department of Labor are complex and administratively difficult to implement. Failure to adhere to the requirements of the law can lead to substantial liability for employers. In order to better assist our clients in understanding the law and to minimize their exposure to potential liability, we have prepared an FMLA compliance kit. The kit contains a suggested FMLA policy, the required poster notifying employees of their rights under the law, forms for FMLA leave requests, forms for medical certifications and several check lists to assist managers and supervisors in the process of considering leave requests. This kit has been widely utilized by our clients and has been reported to be extremely useful in their compliance efforts. The kit includes a packet of 25 leave request forms and medical certification forms. Additional forms may be ordered as needed. Cost: $175

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One South Limestone Street Suite 800 | P.O. Box 1488 | Springfield, Ohio 45501

Disclaimer
Materials on this web site have been prepared by Martin, Browne, Hull & Harper P.L.L. for general informational purposes only. Although prepared by professionals, these materials are not intended to, and do not constitute legal advice. They should not be used as a substitute for legal counseling in specific situations. You should not act or refrain from acting based on information at this site. Neither transmission nor receipt of this information shall be construed to create an attorney-client relationship between Martin, Browne, Hull & Harper, P.L.L. and the reader.

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