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Michigan FMLA Requirements For Employers

Michigan FMLA And Leave Law Guidelines And Requirements

The Family & Medical Leave Act (FMLA) is a federal law that applies to employer organizations with 50 or more employees for 20 or more workweeks in the current or previous calendar year.

The Family & Medical Leave Act does not take the place of other sources of leave, including Michigan's FMLA and other state leave laws. To the extent an organization subject to the FMLA is also subject to a state leave law, it must comply with both the FMLA and the state leave law.

The challenge in coordinating compliance with federal and state law is that the state leave laws may differ from FMLA law in employee eligibility criteria, as well as the length and type of protection.FMLA Training & Certification Program

Michigan's FMLA And Other Leave Laws

In addition to the federally-mandated FMLA rules, Michigan employers must comply with additional state leave laws, including the Michigan Paid Medical Leave Act. According to, and excerpted from, https://www.govdocs.com/michigan-passes-new-paid-leave-law-with-posting-requirement, this leave may be used for:
  • The employee's or employee's family member's mental or physical illness, injury or health condition, including medical diagnosis, care or treatment and preventative medical care
  • Medical or psychological care for physical or psychological injury or disability resulting from domestic violence or sexual assault, to obtain legal services or participate in related court proceedings
  • Closure of the employee's primary workplace or child's school or daycare due to a public health emergency or if the employee or family member has been quarantined
How To Determine Whether FMLA Guidelines Or State Guidelines Apply In Michigan

Here are some guidelines if your organization is subject to both FMLA and Michigan leave law:
  • If an eligible employee wishes to take a leave that is covered under both the state leave law and the FMLA, then generally the leave can be run concurrently. In other words, it can be counted towards satisfying the requirements under both state and federal law simultaneously
  • If an eligible employee wishes to take a leave covered under the FMLA, but not also covered under the state leave law, that leave can only count towards satisfaction of the FMLA requirements. The total amount of leave available under the state law would still be available to that employee
  • If an eligible employee wishes to take a leave covered under the state leave law, but not also covered under the FMLA, that leave can only count towards satisfaction of the state leave law. The total amount of leave available under the FMLA (e.g., 12 weeks or 26 weeks) would still be available to the employee
Note: The above is excerpted from our FMLA Training & Certification Program. Click to read some additional FMLA compliance tips from this course:

Recommended Training For Michigan's FMLA Requirements

From seminars to webinars to online courses, HRTrainingCenter offers a variety of FMLA compliance training courses. Here is just some of what you will learn from our FMLA training classes:
  • FMLA rules on who is covered - and why
  • Employer posting requirements
  • Intermittent FMLA leave guidelines
  • Notification rules and requirements
  • Tracking leave, including tips for FMLA intermittent leave
  • How to identify patterns, trends, and leave abuse history
  • The most common abuses of FMLA
  • What needs to be included in your FMLA and ADA policies
Simply select one of our 'Recommended Courses' or use the search box to find your desired FMLA training course.To find other FMLA training courses, use the search box below.

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More Info On Michigan FMLA Leave Law

For specific information on Michigan's FMLA and other leave laws, contact:

Michigan Department of Labor
35731 Michigan Ave # 140
Wayne, MI 48184
(734) 722-7431
https://www.michigan.gov








Disclaimer: This information provided is based on state laws and regulations, and is subject to change. While we make every effort to asure this information is current and accurate, it is not engaged in rendering legal or professional advice, and shall not be held responsible for inaccuracies contained herein.
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