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There are circumstances where the relationship between two entities is so close that the relationship is treated as being an integrated employer, and therefore treated as a single employer in counting employees for Family and Medical Leave Act (FMLA) coverage.
Separate entities can be designated as a single employer for FMLA purposes if the entities pass the “integrated employer” test. If that test is met, all employees of the separate entities must be counted to determine if the company is a covered employer. In applying the test, look at the entire relationship and consider the following questions:
There are circumstances where the relationship between two entities is so close that the relationship is treated as being an integrated employer, and therefore treated as a single employer in counting employees for Family and Medical Leave Act (FMLA) coverage.
Separate entities can be designated as a single employer for FMLA purposes if the entities pass the “integrated employer” test. If that test is met, all employees of the separate entities must be counted to determine if the company is a covered employer. In applying the test, look at the entire relationship and consider the following questions: