For companies with more than 50 employees, federal law outlines regulations to provide job-protected maternity leave for up to 12 weeks (and other state laws may apply as well). But what if you’re a small business?
Studies show that even if FMLA laws do not officially apply to your business, you can still follow FMLA guidelines to positively impact your employees’ lives without placing an unnecessary burden on your business. Of course, a positive impact on your employees can directly benefit the workplace and productivity.
Here are a few guidelines as set by FMLA to consider:
- The employee has been in your employment for at least 12 months and works a regular work week (FMLA requires an average work week of around 24 hours to be eligible, although state policies often don’t require an hourly minimum).
- The policy applies to both men and women to give them reasonable time to bond with the child (newborn, adopted or fostered).
- The leave must be taken as a continuous block of leave.
- Determine the amount of time off you wish to offer and whether it will be paid, unpaid or paid in part. FMLA allows for up to 12 weeks a year. State laws vary between 6-12 weeks.
Since your small business (less than 50 employees) is not mandated to adopt these policies, you have some flexibility in creating your own policy. For example, allowing new parents to work from home or part-time may help relieve stress on your business. However, consistency must be maintained; be sure to decide and nail down your policy without exceptions or favors for certain employees, and include your policy in employee handbooks and terms of employment.
Preparation is invaluable when getting ready to lose an employee for several weeks. Cross training is a great way to help your business handle a multitude of expected and unexpected events and absences smoothly. Key tasks can be delegated to certain backup team leaders; this way, your employees will not need training in every aspect of your business. You may have some “go-getter” employees who would like to step up to the task of taking over the missed responsibilities, but be sure plan their stepping up and stepping back down in advance; you do not want the new parent to feel like they are in danger of being replaced. Lastly, independent contractors can also be an extra pair of hands when you need them. Developing relationships with good independent contractors can also come in handy later.
