On May 28, 2015, the U.S. Department of Labor (“DOL”) issued updated model Family and Medical Leave Act (“FMLA”) certification and notification forms, with a new expiration date of May 31, 2018. Employers using the DOL forms need to use the updated forms from now on. Here is the link:
The only real substantive change to the 2015 forms is to specifically reference the Genetic Information Nondiscrimination Act (“GINA”) and advise health care providers to comply with GINA regulations not to provide genetic information when completing the forms. The changes are found in:
No substantive changes were made to the Notice of Eligibility and Rights & Responsibilities, Designation Notice, or Certification of Qualifying Exigency for Military Family Leave forms.
Many employers already have their own FMLA forms that include similar provisions to address GINA requirements and, therefore, these employer FMLA forms should not require any changes. If an employer uses the DOL FMLA forms, the updated forms should be used going forward.
Although we would like to hear from you, we cannot represent you until we know that doing so will not create a conflict of interest. Also, we cannot treat unsolicited information as confidential. Accordingly, please do not send us any information about any matter that may involve you until you receive a written statement from us that we represent you (an ‘engagement letter’).
By clicking the ‘ACCEPT’ button, you agree that we may review any information you transmit to us. You recognize that our review of your information, even if you submitted it in a good faith effort to retain us, and, further, even if you consider it confidential, does not preclude us from representing another client directly adverse to you, even in a matter where that information could and will be used against you. Please click the ‘ACCEPT’ button if you understand and accept the foregoing statement and wish to proceed.