ID
OTHER LOCATIONS
HAVE OTHER SITES WITHIN 75 MILES
12 WEEKS LEAVE, PARENTS CARE FOR NEWBORN
BENEFITS CONTINUED DURING LEAVE
SAME JOB UPON RETURN
12 WEEKS LEAVE FOR PARENTS W/ ADOPTION
BENEFITS CONT. DURING LEAVE
12 WEEKS AVAILABLE FOR EMPLOYEE HEALTH
12 WEEKS LEAVE FOR MOM MATERNITY
12 WEEKS LEAVE TO CARE FOR FAMILY...
JOB GUARANTEE FOR MORE THAN 12 WEEKS
JOB GUARANTEE FOR EMP. WORK LESS 12 MNTH
JOB GUARANTEE TO EMP. WORK LESS 1,250 HR
PAID SICK LEAVE
PAID DISABILITY LEAVE
PAID VACATION
ANY OTHER PAID TIME OFF
PARENTS TO CARE FOR NEWBORN
PARTIAL PAY FOR PARENTS TO CARE NEWBORN
PARENTS FOR ADOPTION
PARTIAL PAY FOR PARENTS FOR ADOPTION
EMPLOYEE OWN HEALTH
PARTIAL PAY FOR EMPLOYEE OWN HEALTH
MOMS FOR MATERNITY REASONS
PARTIAL PAY FOR MOMS MATERNITY
CARE OF FAMILY..SERIOUS HEALTH CONDITION
PARTIAL PAY FOR CARE OF FAMILY
CONTINUE PENSION/RETIREMENT PLAN
CONTINUE LIFE OR DISABILITY INSURANCE
CHILD CARE ASSISTANCE
ELDER CARE ASSISTANCE
FLEXIBLE WORK SCHEDULES
EMPLOYEE ASSISTANCE PROGRAM
ADOPTION ASSISTANCE
WORKPLACE PROVISIONS FOR LACTATION
POLICIES DETERMINED AT THE
STATE HAVE FAMILY/MEDICAL LEAVE LAW
DOES APPLY TO ORG AT THIS LOCATION
ALLOW EE LEAVE FOR SCHOOL ACTIVITIES
SCHOOL ACTIVITY LEAVE SEPARATE?
ALLOW EE LEAVE FOR MEDICAL APPTS
MEDICAL APPT LEAVE SEPARATE?
DOES FEDERAL FAMILY/MED LAW APPLY
LOCATION COVERED BY FMLA SINCE 94
WHAT YEAR DID LOCATION BECOME COVERED BY
# EMPLOYEES TAKING FMLA LEAVE 1/1/99
# EMPLOYEE TAKN INTERMIT FMLA 1/1/99
# EMPLOYEES TAKING FMLA LEAVE 1/1/00
# EMPLOYEE TAKN INTERMIT FMLA 1/1/00
EMPLOYEE BEEN DENIED LEAVE
# EMPLOYEES DENIED LEAVE
EMPLOYEES NOT TAKEN LEAVE
# EMPLOYEE TAKEN LEAVE FOR FAMILY REASON
# TOOK LEAVE IN 1999
ASSIGN WORK TEMP TO OTHER EMPLOYEES
HIRE AN OUTSIDE TEMP REPLACEMENT
HIRE A PERMANENT REPLACEMENT
PUT WORK ON HOLD UNTIL EMPLOYEE RETURN
EMPLOYEE PERFOMR SOME WORK ON LEAVE
COVER WORK SOME OTHER WAY
ORG MAINTAIN RECORDS OF FMLA USE
TAKE LEAVE BUT NOT AS FMLA
WRITTEN GUIDANCE HOW ACT IS COORDINATED
WRITTEN NOTICE AMOUNT OF LEAVE TAKEN
PROVIDE MEDICAL DOCUMENT
REQUIRE TO USE PAID LEAVE
OFFERED ALTERNATIVE WORK INSTEAD OF LEAV
LOCATION OFFER TO NON-ELIGIBLE
REDUCED BENEFITS TO OFFSET COSTS
PAID VACATION / PERSONAL LEAVE
HEALTH PLAN CONTRIBUTIONS
PENSION/RETIREMENT PLAN CONTRIBUTION
LIFE INSURANCE
DISABILITY INSURANCE
OTHER
BUSINESS PRODUCTIVITY
BUSINESS PROFITABILITY
BUSINESS GROWTH
EMPLOYEE PRODUCTIVITY
EMPLOYEE ABSENCES
EMPLOYEE TURNOVER
EMPLOYEE CAREER ADVANCEMENT
EMPLOYEE MORALE
ADMINISTRATIVE COSTS
COST OF CONTINUEING BENEFITS DURING LEAV
HIRING/TRAINING COSTS
OTHER COSTS
COST OF CONTINUING BENEFITS DURING LEAVE
COMPLYING W/FMLA INCREASED OTHER COSTS
COMPLYING TO LEAVE ACT RESULT COST SAVIN
MAINTAINING ADDITIONAL RECORD KEEPING
WHETHER ACT APPLIES TO YOUR ORG.
WHETHER EMPLOYEES ARE ELIGIBLE UNDER ACT
COORDINATING STATE/FED LEAVE POLICY
COORDINATING ACT WITH OTHER FED LAWS
COORDINATING ACT WITH OTHER LEAVE POLICY
COORDINATING ACT W/ ATTENDANCE POLICY
FMLA NOTIFICATION...REQUIREMENTS
INTERMITTENT LEAVE IMPACT ON PORDUCTIVIT
IMPACT ON PRODUCTIVITY NEG OR POS
IMPACT ON PRODUCTIVITY SM, MED, LG?
LEAVE HAVE IMPACT ON PRODUCTIVITY
IMPACT ON PROFITABILITY POS OR NEG
IMPACT ON PROFITABILITY SM, MED, LG?
US DEPART OF LABOR
THE MEDIA
A TRADE OR BUSINESS GROUP
AN ATTORNEY OR CONSULTANT
A UNION
YOUR EMPLOYEES
THE INTERNET
SOME OTHER SOURCE SPECIFY
EMPLOYEE HANDBOOK
NOTICE ON BULLETIN BOARD
MEMOS
COMPUTER NETWORK, INTRANET, EMIAL
ORAL NOTIFICATION
SOME OTHER METHOD SPECIFY
EXCEPTION FOR HIGHLY PAID EMPLOYEES
WRITTEN MEDICAL CERTIFICATIONS
SECOND AND THIRD MEDICAL OPINION
ADVANCE NOTICE OF FORESEEABLE LEAVE
TRANSFER TO ALTERNATIVE POSITION
ANY OTHER PROVISION SPECIFY
EASY/DIFF COMPLYING WITH REQUIRMENTS
EMPLOYEES TAKE LEAVE THEN NOT RETURN
# CHOSE NOT TO RETURN
ATTEMPT TO RECOVER ORG WAS ENTITLED
SUCCESSFULLY RECOVER THESE PAYMENTS
EASY OR DIFFICULT TO RECOVER PAYMENT
LEAVE ACT HAD ANY EFFECTS AT THIS LOCATI
OTHER COSTS SPECIFY
COMPLYING RESULT IN COST SAVINGS
# PEOPLE CONSULTED FOR SURVEY
CHECK IN ORG RECORDS TO PROVIDE INFO
YR DID PERSON START WORKIN CURRENT POSIT
CURRENT JOB TITLE
DETERMINE IF SERIOUS HEALTH CONDITION
R HAVE FMLA COMMENTS/CONCERNS
METHOD MOST OFTEN USED TO COVER WORK
GET FMLA INFO FROM EXISTING POLICIES
COMPLY W/FMLA INCREASE LITIGATION COSTS
INFORM EES OF FMLA RIGHTS?
Post-stratified Full Sample Weight
FMLACOV 2000: 1=COVERED,2=NOT COVERED
PROVIDES LEAVE FOR ALL 5 FMLA REASONS
DENIED: MEDICAL BUT NOT SHC
DENIED: NONCOVERED RELATIVE
DENIED: DIDN'T HAVE ENOUGH HOURS
DENIED: NO CERTIFICATION
DENIED: NONFMLA REASON
Uncodable response
DENIED: OTHER REASON
REDUCED COST: LOWER TURNOVER
REDUCED COST: BETTER MORALE
REDUCED COST: OTHER REASON
% OF FEMALE EMPLOYEES
% OF UNIONIZED EMPLOYEES
% EMPLY WKING 1250 HRS IN PAST 12 MNTHS
INTERMIT LEAVE IMPACT: PRODUCTIVITY
FOUR MAJOR SIC DIVISIONS
# OF EMPLOYEES IN SIC A, B, & C
# OF EMPLOYEES IN SIC D, E, G, H, & I
# OF EMPLOYEES IN SIC F
FMLA COVERED BY 75 MILE CRITERIA
EIGHT MAJOR SIC DIVISIONS