Ohio FMLA Requirements For Employers
Ohio 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 Ohio'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.
Ohio's FMLA And Other Leave Laws
Other than the federally-mandated Family & Medical Leave Act, there are no Ohio laws requiring private sector employers to provide employees with additional paid or unpaid sick leave.
Recommended Training For Ohio'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.
Find Seminars, Webinars, And Online Training In Your Area
More Info On Ohio FMLA Leave Law
For specific information on Ohio's FMLA and other leave laws, contact:
Ohio Department of Labor
(614) 644-2239
https://ohio.gov/wps/portal/gov/site/jobs/topic-hubs/labor-law/
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.
