Revisions to the Family and Medical Leave Act that go into effect Jan. 16 resolve some confusion over procedures that allow time off from work, but advocates for employers and employees say the changes fail to address other important issues.
The law affects 95 million workers, allowing job-protected time off to deal with serious health conditions, to care for a newborn or soldiers injured in the line of duty. About 7 million workers a year, or one in 14 eligible workers, use some portion of the law, government figures show.
The Department of Labor said revisions clarify reporting procedures, limit who can access an employee's health records and set time requirements for when workers must see a doctor to certify their reason for taking leave. Those revisions are based on 15 years of experience with the act, as well as several Supreme Court and lower court rulings.
"The new regulations provide clarification and guidance in a few areas, such as 'serious health condition' that is helpful," said John Henry, vice president of human resources at the University of Pittsburgh Medical Center, where 3,700 employees took leave under the law in the past year. UPMC has 50,000 employees globally. "Although the new regulations require some modifications, we think they are manageable."
The Pennsylvania Manufacturer's Association, which represents the state's largest manufacturers, believes the "reforms look to be a perfectly reasonable clarification in the law to make it work for employers and employees like the way it was intended to do," spokesman David Taylor said.
But other spokesmen for employers say the revisions failed to resolve some important issues, such as concerns that intermittent leave -- an employee taking their 12 weeks of unpaid leave in increments of a few hours or a day at a time -- could be open to abuse. The Labor Department said that about 1.7 million workers, or about 24 percent who took the leave in 2005, took their leave in intermittent periods.
"Intermittent leave disrupts a workplace. It can be a blanket excuse to call-in and say they are not coming in," said George Basara, an attorney representing management in employment and labor law at the Downtown firm of Buchanan Ingersoll & Rooney P.C. "It's easily abused and hard for an employer to work around."
The Port Authority Transit of Allegheny County, which recently reached a contract with the Amalgamated Transit Union Local 85, said in a statement that "the revised regulations do not go far enough to assist employers with those who abuse intermittent leave." The Port Authority was among those who submitted 20,000 comments to the Labor Department about the proposed revisions.
Intermittent leave proved to be a blessing for Nettie Sullenberger of Latrobe, a home health nurse whose husband, Charles, underwent heart transplant surgery in December 2007. By using intermittent leave in her part-time job with UPMC/Jefferson Regional Health, she was able to retain her health care insurance, while taking time off to help her husband in his first three months after the surgery.
"My husband had a long road to recovery. I was able to go to work and keep my mind occupied ... and not worry about losing medical benefits," Sullenberger said.
The provisions of the Family and Medical Leave Act are critical to women because they are not forced "to choose between their family and a job, which is so important in this economy," said Mary Ann Eisenreich, executive director of Pennsylvania Women Work, a Downtown-based nonprofit.
Sharon McNemar of North Apollo found the medical leave act gave her the chance to take six weeks off work this past summer to care for her mother, Margaret Ross, after her father, James Ross, had surgery.
"I took time off to help my father, who is my mother's primary caregiver. The only alternative was a nursing home" for her mother, said McNemar, a rehabilitation team assistant for UPMC/Jefferson Regional Home Health in Seven Fields.
"It worked out really well. I don't get to spend that much time with them," she said of her parents, both 79, who live in Spring Church, Armstrong County.
Some supporters of the medical leave act were disappointed with some of the revisions and some issues the Labor Department failed to address.
Among issues that upset supporters were requirements that workers now must follow a company's normal call-in procedure for missing work, unless there are unusual circumstances. Before the revisions, workers could miss up to two work days before notifying their boss they were taking unpaid leave.
"It's generally detrimental to nonmilitary workers, and it restricts eligibility standards for medical leave and creates a variety of additional hurdles for employees with health issues," said Bruce Fox, a Downtown attorney who represents people in discrimination cases for Obermayer Rebmann Maxwell & Hippel LLP.
Provisions that permit employers to require a "fitness for duty certification" from a physician, or workers being forced to see a doctor to say they can do a job, could lead to "a whole bunch of litigation," because of differing medical opinions on a patient's health, said Bill George, president of the Pennsylvania AFL-CIO, which represents 900,000 Pennsylvania union members in 1,400 local unions.
By permitting an employer access to medical records of a worker or their family member to certify their medical reason for taking a leave, their privacy could be jeopardized, said Sharyn Tejani, senior policy counsel for the National Partnership for Women and Families, a Washington-based group that worked for passage of the law during the Clinton administration in 1993. Companies could gain access to sensitive medical information that workers would rather not share, she noted.
The Labor Department also missed a chance, Tejani said, to expand coverage to millions of workers by requiring more employers to abide by the law. Companies with more than 50 employees must abide by its regulations. "The FMLA requirements should be lowered to 15 employees like the Civil Rights law. It should mirror that," Tejani said.
Labor and management groups agree that the new regulations will help families of military soldiers injured in the line of duty. The new rules increase from 12 weeks to 26 weeks the amount of time a worker can take off to care for a family member who was seriously wounded or suffered a serious illness.
Family members of reservists on active duty can take the unpaid leave to take care of personal matters for those serving in the military, but it fails to define what kind of "exigencies" -- situations demanding immediate attention -- are covered by the job-protected leave, Korbell said.
The revisions
The Department of Labor revised the Family and Medical Leave Act, which permits workers in companies with more than 50 employees to take up to 12 weeks of job-protected leave a year for treatment of a serious health condition or to care for a child or seriously ill spouse or parent. Employees must have worked 1,250 hours in the past year to take the unpaid leave. The revisions:
• Expand from 12 weeks to 26 weeks the length of leave for military families to care for a service member with serious illness or injury while on duty.
• Allow family members of National Guard or Reserve personnel on active duty, to take FMLA leave to handle soldier's affairs, such as child care, financial matters, recuperation and post-deployment activities.
• Require workers to follow their company's normal call-in procedure for taking time off instead of allowing workers two days off before notifying employer of the leave.
• Bar a worker's direct supervisor from contacting an employee's physician to get medical information and limit managers who are permitted to contact that physician.
• Require employees who take more than three consecutive days of leave to have two visits to a doctor within 30 days of being ill or injured.
• Ensure that time spent on "light duty" work does not count against FMLA leave entitlement.
• Increase obligations of employers so workers will better understand their FMLA rights.
Sources: Department of Labor, Employment Standards Administration
Amid economic downturn, bright spots for jobsHealth-Care Reform, Corporate-Style