Do You Have an FMLA Policy in Place?

If not, here's a free one – take it, modify it to fit your company, but check it with your counsel.

If you have one already but haven't reviewed it in a couple of years, use this one to see if you’re covering everything you should.

Explanation: If you have 50 or more employees, you’re subject to the Family Medical Leave Act (FMLA). The federal Family and Medical Leave Act (FMLA) provides eligible employees the opportunity to take unpaid, job-protected leave for certain specified reasons. The maximum amount of leave an employee may use is either 12 (standard FMLA) or 26 weeks (military FMLA) within a 12-month period depending on the reasons for the leave.

It is an occasionally complex piece of legislation and one you should be certain to follow. We make this sample policy (and all kinds of other, similar valuable checklists, sample employee communication pieces, answers to HR questions, etc.) available to our client companies, and we're glad to share this one with you.

If you'd like to know more about how you might be able to gain access to ALL of the services we provide our clients, send an email to and include the subject line: FMLA Policy.

As we finish our first year of working with BBI, I just wanted to send you a note telling you what a refreshing change it has been compared to the typical broker.

First, you showed us money-saving options when we started with you. But better than that,prior to the renewal this year you contacted us, took the lead in going back out to evaluate alternatives, and also suggested alternative plan designs - which saved us money again this year. We didn't need to chase you to shop again at renewal time.. . it happened automatically.

On our non-medical coverages, not only did you save us money, you also simplified our administrative efforts by combining several coverages together to get us one bill a month instead of three. Now when we add or delete an employee, it's only one-third the work it was before you helped us out.

But probably the most interesting and useful things you send us are the periodic emails that keep us up to date on changes that might affect us such as

  • Changes in the law.
  • New product offerings that might be good for us.
  • Potential new HR ideas we might want to implement

Not everything fits our needs at any particular time, but it's nice to know that you're keeping us aware of future options.

Renee Savat, Office Manager
Baril Die

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