This story appears in the
August 2005 issue of
Entrepreneur.
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The Department of Labor is mulling over definitions for serious
illnesses under the Family Medical Leave Act, as well as changes to
"intermittent leave" rules that allow employees to take
time off in segments of under an hour.
The FMLA definition of a serious illness is confusing, says
Michael Eastman, director of labor law policy for the U.S. Chamber
of Commerce in Washington, DC, one group pushing for changes.
"Ultimately, we want a greater ability to manage what looks
like excessive absenteeism."
Fighting such changes is a coalition including the National
Partnership for Women & Families. "The FMLA is under
attack," says Lissa Bell, senior policy associate with the
Washington, DC, group, which was a main proponent of FMLA
legislation in the early 1990s.
Statistics are flying on both sides: A January Society for Human
Resource Management survey of its members found 68 percent have had
challenges administering medical leave under FMLA. But a 2000
Department of Labor survey found 9 in 10 companies said FMLA was
"relatively easy" to administer.
Companies have to weigh the costs in morale and productivity.
There's time to think about it: Changes probably won't go
into effect until 2006.