• A covered employer’s FMLA policy should include more information than the required FMLA poster.

Once a company becomes a covered employer, it must post the FMLA poster. It might also want to consider crafting a Family and Medical Leave Act (FMLA) policy. This could include more information than the FMLA poster has. The policy could, for example, point out which method the company uses to calculate the 12-month leave year period, it could also indicate whether the company will allow employees to take FMLA leave on an intermittent or reduced schedule basis when leave is taken for bonding with a healthy child. A policy could also include procedures for employees.

Other forms of leave

An FMLA policy should take into consideration other forms of leave that might need to be coordinated. If a company has, for example, maternity leave, the company will want to ensure that the policy speaks to it, such as whether it is run concurrently with FMLA leave or not. A company might also want the policy to address coordination with any other paid leave, such as vacation, sick leave, or PTO.