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1. How are leaves covered under the Fmla and workers' payment statutes and how much time off is required?
2. When is a Wc injury covered under the Fmla?
3. Should Wc leaves be treated separately from other types of leaves?
4. Should the manager give the employee any special declaration under the Fmla?
5. Does an manager have to pay for health assurance for an employee on Wc leave?
6. Can an employee on Wc leave be required to use vacation or sicK leave?
7. If the employee is released to light duty, can he be required to return to work?
8. Does the manager have to reinstate an employee returning from a Wc leave?
9. Preclude Legal Headaches: Count Wc Leave as Fmla
Implementing the Fmla can be tricky, especially when a leave of absence involves workers' payment injuries. This article answers some of the most coarse questions with regard to workers' payment and the Fmla.
The house and healing Leave Act (Fmla) statute does not contain any direct reference to workers' payment injuries, and employers did not receive specific guidance on the topic until the April 1995 final regulations. However, since most workers' payment leaves are covered under the Fmla, an employer's failure to treat these leaves as Fmla leaves can lead to inadvertent violations of the statute's requirements. To help navigate the involved legal maze of the Fmla and workers' compensation, the Editors have identified eight often asked questions on this topic. The answers are based on analyses of the Fmla, its regulations, court cases, group of Labor Wage and Hour thought letters, and discussions with Hr and legal experts.
1. How are leaves covered under the Fmla and workers' payment statutes and how much time off is required?
The Fmla is a mandatory federal leave law intended to safe employees who need to take time away from work to attend to clear house and healing problems. It applies to employers with 50 or more employees and all public agencies and schools and allows an eligible employee to take up to 12 weeks of job-protected leave for assorted house and healing reasons, together with healing leave when the employee is unable to work because of a "serious health condition."
Workers' payment ("Wc") statutes are primarily state liability and income continuation laws that safe employees who are injured while working. Roughly every state has a law that guarantees an income (funded by employers and the state) to employees injured on the job and at the same time places limits on the employer's responsibility for the injury. Benefits vary from state to state but typically contain healing treatment, rehabilitation, disability, and wage continuation. Wc statutes commonly are not leave laws, however. Most states do not want employers to give a specific number of leave for workers' compensation, and only a few states want reinstatement from Wc leave.
2. When is a Wc injury covered under the Fmla?
If the employee is eligible for leave under the Fmla and the injury is determined a "serious health condition," the Wc leave should be treated under the Fmla. The Fmla defines serious health health broadly to contain any "illness, injury, impairment, or corporal or reasoning health that involves" whether inpatient care or continuing rehabilitation by a health care provider. The statute does not distinguish between work-related and nonwork-related injuries. Thus, any on-the-job injury that requires an employee to take leave to seek inpatient care or continuing rehabilitation likely will be covered by the Fmla.
Accordingly, whenever an employee is injured on the job and needs time off to recover, the manager immediately should determine if the employee also is eligible for leave under the Fmla. If the employee is eligible for Fmla leave, the manager should post the employee in writing that the leave is covered under the Fmla so that the leave time may be counted against the employee's 12-week Fmla entitlement. If the manager does not run the Wc leave concurrently with the Fmla leave, the employee may still have the full 12-week Fmla entitlement ready to use after the Wc leave.
3. Should Wc leaves be treated separately from other types of leaves?
Some experts recommend that Wc leaves be treated separately from all other types of leaves to ensure compliancy with the requirements of state workers' payment laws. However, treating workers' payment as a totally separate category of leave may cause employers to inadvertently neglect the requirements of the Fmla.
4. Should the manager give the employee any special declaration under the Fmla?
In order to deduct the time spent on Wc leave from an employee's yearly Fmla leave entitlement, the manager must post the employee in writing that the Wc leave is designated as Fmla leave and will count against, and run concurrently with, the employee's 12-week entitlement. The consideration to the employee must information the specific obligations of the employee while on Fmla leave and explain the consequences of a failure to meet these obligations. Most employers use the group of Labor's Form Wh-381 to comply with these consideration requirements. If the manager does not supply the notice, it cannot count the Wc leave towards the 12-week Fmla entitlement. Therefore, the employee may be entitled to an additional 12 weeks of Fmla leave at a later date.
If the employee has been on Wc leave without being located specifically on Fmla leave, the manager should send consideration to the employee immediately so that the Fmla clock starts running. However, the manager may then only designate the leave from the date written consideration to the employee is provided. It cannot retroactively designate the time spent on Wc leave against the Fmla entitlement.
5. Does an manager have to pay for health assurance for an employee on Wc leave?
If the employee qualifies for Fmla leave and the manager normally pays for health insurance, the rejoinder is yes. Although most state Wc laws do not want employers to pay for health assurance during a Wc leave, the Fmla requires the continuation of health assurance benefits during an Fmla leave. Typically, the state Wc laws cover the employee's healing costs associated to the work injury but do not mandate continued coverage under, or cost for, a health assurance plan. However, under the Fmla, employers must supply the same health benefits during an eligible employee's Fmla leave that it would have in case,granted if the employee worked throughout the leave. Thus, if the manager normally pays 80% of an employee's health benefits premium, it must continue to do so during the employee's Fmla/Wc leave.
6. Can an employee on Wc leave be required to use vacation or sick leave?
The Fmla allows employers to want employees, or employees to elect, to substitute accrued vacation, sick, or other paid leave for all or part of the 12 weeks of unpaid leave. Employees on Wc leave typically receive up to two-thirds of their general pay as a wage advantage under state law. In recognition of this benefit, the Fmla regulations do not allow the use of paid leave if the employee is receiving workers' compensation, even to make the employee "whole" or if requested by the employee. However, the manager may designate the leave as Fmla leave and count it against the employee's 12-week Fmla entitlement.
7. If the employee is released to light duty, can he be required to return to work?
Most light duty positions do not contain the employee's general job functions. Therefore, if the employee is unable to perform the primary functions of the job because of the work-related injury, he may continue to take any remaining Fmla leave and cannot be required to accept the light duty position. However, if the state workers' payment statute requires the employee to take the light duty assignment to continue receiving wage benefits, the employee's Wc benefits may be discontinued. The employee then must be allowed to use any accrued paid leave during the remaining unpaid Fmla leave.
8. Does the manager have to reinstate an employee returning from a Wc leave?
If the employee is covered under the Fmla, he must be reinstated to the same or an equivalent position. The employee must be reinstated even if the manager did not post the employee of coverage under the Fmla. If the employee does not return to work at the end of the 12-week Fmla leave, the manager may conclude the employee without violating the Fmla as long as the termination is consistent with the rehabilitation of similarly-situated employees who have taken Fmla leave. However, the employee must have been properly located on Fmla leave and notified that the time off for Wc leave ran concurrently with the Fmla. In addition, a few state Wc laws, such as Oregon, want reinstatement regardless of the length of the Wc leave. As a additional complication, the employee may be determined disabled under the Americans with Disabilities Act and, therefore, may be entitled to additional leave as an accommodation.
9. Preclude Legal Headaches: Count Wc Leave as Fmla
Since most workers' payment leaves typically will be covered under the Fmla, employers should be prepared to comply with both laws. Failure to categorize a Wc leave as a Fmla leave commonly will not harm the employee as long as he gets all of the benefits of Fmla leave, such as continued health assurance and reinstatement rights. However, the manager may lose the opportunity to count the time on Wc leave against the employee's Fmla entitlement and may extend unnecessarily the employee's Fmla leave eligibility. In addition, employers may violate the Fmla if they do not reinstate an employee from a Wc leave that was not properly designated as Fmla leave.
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