The Family and Medical Leave Act (FMLA) is often complicated for small business owners, especially in California where state laws can add additional layers of complexity. In this case study, we look at how a small business navigated an employee’s FMLA leave and maintained compliance.
Sunshine Printing, a small print shop in Riverside, employed around 20 workers. One of their long-time employees, Linda Hayes, needed to take extended medical leave to care for her ailing father. Sunshine Printing’s management was unclear about their responsibilities under the FMLA, and they mistakenly handled the leave as a typical vacation request rather than a formal FMLA leave.
When Hayes returned to work, she was upset to learn that her leave had not been handled properly, and she filed a complaint with the U.S. Department of Labor (DOL). Sunshine Printing was at risk of significant penalties for non-compliance with FMLA regulations.
After reaching out to an employment law consultant, Sunshine Printing took several steps to correct the mistake:
FMLA Training: The consultant provided comprehensive FMLA training for the HR team, explaining key requirements such as eligibility, leave duration, and the proper documentation process.
Correcting the Leave Status: The business retroactively classified Linda Hayes’ leave as FMLA-eligible and ensured that the proper forms were filed. They also revised their records to reflect the leave appropriately.
Employee Communication: Sunshine Printing reached out to Linda to apologize for the confusion and ensured that she would not be penalized for the misclassification. They also provided her with the appropriate protections under FMLA moving forward.
The DOL investigation was resolved without penalties, and Sunshine Printing was able to correct their approach to FMLA compliance. They also implemented a clearer leave policy and trained their management team on California’s leave laws, ensuring future compliance.
Lesson Learned: Small business owners must familiarize themselves with both federal and state leave laws to avoid legal challenges. Working with an expert can ensure proper compliance and minimize the risks of penalties.
