Human Resource Blog

FMLA in Nebraska

	Attendance Management
Vacation Request / Response Form Weekly Time Sheets Attendance Calendar for 2008, 2009, or 2010 Annual Attendance Tracker Vacation Request Form for 2008, 2009, 2010 (Calendar) Detailed Absence Report

	Compensation
Employee Payroll Action Form W-4 Employee Withholding Allowance Cert. Employee Payroll Status/Change Form Direct Deposit Form Total Compensation Summary

	HR Management
Confidential Employee Folder Confidential Employee Medical Folder Job File Worksheet Folder Daily EEO Applicant Flow Log Workplace Information Sheets Request to Inspect Personnel Files

	Labor Laws
Complete State & Federal Labor Law Posters 1 Year Compliance Protection Plan State ONLY Labor Law Posters Federal Labor Law Posters

	Structural Development
Workplace Information Sheets Complete Business Forms Kit CD FMLA Administrator Worksheet FMLA Administrator Kit USERRA Employee Handout Packet The USERRA Easy Comply Set

	Termination
Employee Warning Notice Employee Final Warning Notice Employee Resignation Form Exit Interview Questionnaire Separation Checklist

Who is covered by the FMLA in Nebraska?

Many employees will be covered by the Family and Medical Leave Act I the state of Nebraska. The FMLA is a federal Act, so it can potentially apply to employees in states across the country, as long as those employees meet specific qualifications. The employees also need to work for a company that is covered.

The FMLA is in place in order to ensure that when an employee needs to take time away from work in order to care for their own health care needs or in order to care for the health care needs of a qualifying family member, the employee can do so without losing his or her job. Covered employees can take up to 12 weeks off of work each year if the condition qualifies.

A covered employer is one that has at least 50 employees working within a 75-mile radius of the employee that wishes to take the FMLA time off.

When the employee takes the FMLA time off, the employer should not discriminate against the employee for taking the leave. Also, the employee should be able to return to work at the end of the period of leave to have the same job, salary and benefits.

If an employee wishes to take time, the employee needs to take time for a qualifying condition, such as the following:

·         Both male and female employees can take time off for the birth of a child, to adopt a child, or to take a child in through foster care

·         To care for their own health

·         To care for the health of a spouse

·         To care for a sick or injured child, as long as the child is under the age of 18

·         To care for a sick or injured parent, as long as the employee is over the age of 18 and the parent is a biological parent. CB