CAI Publishes White Paper On Rights And Responsibilities Under The Family And Medical Leave Act

Top Quote White Paper Describes Under What Conditions FMLA Entitles Eligible Employees To Take Unpaid Leave Of Absence For Medical And Family Reasons. End Quote
  • Raleigh-Durham-Chapel Hill, NC (1888PressRelease) June 15, 2012 - Bruce Clarke, president and CEO of CAI (, a human resource management firm that helps organizations maximize employee engagement while minimizing employer liability, has announced that George W. Ports III, SPHR, a senior HR and government relations advisor at CAI, has published a white paper on the topic of understanding both the employee and employer rights and responsibilities under the Family and Medical Leave Act (FMLA) of 1993.

    The white paper discusses issues, such as which employees qualify for FMLA leave; reasons that may prompt FMLA leave; what constitutes a serious health condition; employer penalties for violating the FMLA and much more. The FMLA entitles eligible employees to take up to 12 or 26 weeks of unpaid leave of absence in a 12-month period for certain medical and family reasons. Employers with 50 or more employees during 20 or more workweeks in the current or preceding calendar year are covered by the FMLA. All employees, even employees who are "jointly" employed or part-time, must be included when determining if an organization employs 50 or more employees. The complete report can be found at

    "CAI helps North Carolina employers enhance their HR, compliance and day-to-day people management practices," said Clarke. "We published this white paper with the goal of helping both members and non-members have a clearer understanding of the rights and responsibilities of employees and employers under FMLA. Our intent is to answer some of the more common questions that arise when employees find they must take an unpaid leave of absence for certain medical and family reasons."

    "The Family Medical Leave Act regulations are complex, and their administration can be cumbersome," said Ports. "Early intervention can go a long way toward preventing time-consuming investigations and costly litigation. Effective communications between the employer and the employee are crucial in maintaining a positive employer-employee relationship, and discussions with employees regarding their FMLA rights are in accordance with open communications practices in the workplace."

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    - Ports has nearly 40 years of experience in the HR field, with specialization in union avoidance, government relations and legislation counseling, HR and leadership development, and positive employer-employee relationship building. For more information, contact him at George.ports ( @ ) capital dot org dot

    CAI is a trusted resource for HR, compliance and people development. With locations in Raleigh and Greensboro, CAI is a membership-driven organization that helps North Carolina employers maximize employee engagement and minimize employer liability through human resources and management advice, training, news, survey data, public policy advocacy and consulting services. For more information, please call (919) 878-9222 or visit

    Anjelica Cummings
    MMI Public Relations
    (919) 233-6600
    anjelica ( @ ) mmipublicrelations dot com

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