Are you under pressure from your DMS to enter into a contract that you are unsure about? Find a DMS who can step in and help you gain control over your current situation and enable you to improve customer satisfaction and dealership profits. DOWNLOAD
When an employee expands their family they will have questions about options for maternity or paternity leave. Here are a few things to consider when an employee requests maternity/paternity leave.
Maternity/paternity leave typically refers to the time parents take off during and after the birth of their child, however, company policies vary. Under federal law, employees who work for a company with 50 or more employees within a 75 mile radius of the office, who have worked for their company for at least 12 months, and have worked at least 1,250 hours during that period, are entitled to 12 weeks of unpaid leave, which is covered under the Family Medical Leave Act (FMLA). Additional state laws may also apply to both paid and unpaid leave related to the birth or adoption of a child. For example, California has a number of additional regulations and rules including the Paid Family Leave and Family Rights Acts that add complexity to administration of employee leave.
Employees can also create a combination of paid and unpaid leave from a variety of benefits, such as sick leave, vacation, holiday times, personal days, short-term disability, and of course, FMLA. Work with your human resources department, legal counsel, or a KPA HRM Advocate to understand what you, as an employer, are required to offer by law, what is considered a best practices, and what your employee is entitled to when planning for maternity/paternity leave. Consider the following when you begin planning:
Do you have further questions about handing impending maternity/paternity leaves? Contact email@example.com. KPA HR Management clients may also contact their assigned employment attorney for additional assistance.