Compliance with the FMLA requires a systematic and automatic set of practices that reach all levels of the organization.  These practices can become burdensome and distracting for the leaders of the daily functions of the company. 

Under provisions of the FMLA companies are required to provide time away from work for conditions that they may not have considered viable under previous absenteeism programs.  These conditions include drug dependency treatment and psychological disorder treatment.

Time worked as a temporary or contract employee when the individual is hired as an employee of the company, same employer, must be used in calculating the FMLA availability date under the 1,250 hours worked rule.

Additional complications arise as employers realize that the FMLA interacts with several other federal (and state) regulations.  These regulations include the:

American with Disabilities Act (ADA)

Health Insurance Portability and Accuntability Act of 1996 (HIPAA)

Workers Compensation Act

Fair Labor Standards Act (FLSA)

Employee Retirement Income Security Act (ERISA) 1974 (if company offers benefits)