FMLA Laws for small companies ?

MY sil works for a company with under 50 employees. I Know they dont have to follow the same Laws/Rules. What agency/number can she call regarding what her rights are ?

Thanks!

Here is a link to the Department of Labor:

http://www.dol.gov/esa/whd/fmla/

Anna, Michele31 might be a great resource for your SIL b/c she works for a company that is less than 30 people.

Also, here's some info that posted a long time ago, along with a link to NY State's website. HTH!!
BTW, Mommy - HOW are you feeling?????

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Pregnancy leave is considered the SAME LOA (leave of absence) as any other disability such as a broken bone, surgery or any other condition where a doctor certifies that you are unable to complete your job tasks.

Check out this website: NY State Pregnancy LOA

Under New York Law a pregnant worker is entitled to disability benefits for the period she is certified by her doctor as unable to work. Employees in the private sector are covered under the New York State Disability Benefits Law (Article 9, Workers Compensation Law). It requires all covered employers to treat claims filed for pregnancy-related disabilities the same as claims for any other disability. Specifically, benefits are payable for up to 26 weeks t o eligible employees who have submitted acceptable medical proof of disability.

Thanks ladies!

Claud-Im feeling great, thanks!

We should take the boys out ? This week or next?
(I'll email you).

In this case size does matter. Under 50 employees and your company does not have to grant you FMLA. You do get NYS disability by law- for 6 weeks or 8-weeks for a c-section.

Here is what my thoughts are:
I have worked for big and small companies. Large organizations have firm policies and are typically not as flexiable with this stuff as a small company. But some small companies have zero policies and could care less about their employees.
I am very lucky that my boss is really good to me. He is giving me FMLA. BUT there are only 3 women in my company (out of 34 or so) so it isn't like just because he gives it to me that everyone else will want it too.

Your SIL should evulate what the company's previous policies have been towards maternity leave and then decide what her best plan of 'attack' is. I had a discussion with my boss, and then I gave him my proposal in writing. I made sure to include that my health benefits and 401K would NOT be changed in any way during my leave and that I would still accure vacation/sick days.