Reply to Missy$$s reply to Topic $7,$ DQ$1$Effective managers can successfully locate and apply relevant human resources laws and regulations. The United States Department of Labor website is an excellent source of reliable information. Access the search box of the U$.$S$.$ Dept. of Labor website located at www$.$dol.gov. I chose to research the Family and Medical Leave Act $($FMLA$),$ Fair Labor Standards Act $($FLSA$),$ and Consolidated Omnibus Reconciliation Act $($COBRA$).$ Here are the key facts for each:

Family and Medical Leave Act $($FMLA$)$:

Provides eligible employees with up to $12$ weeks of unpaid, job$-$protected leave per year.

Applies to public agencies and private$-$sector employers with $50$ or more employees.

Covers various family and medical reasons, including the birth or adoption of a child, serious health conditions, and caring for a family member with a serious health condition.

Employees must have worked for the employer for at least $12$ months and logged at least $1,250$ hours over the past $12$ months.

Employers must maintain the employee$$s group health benefits during the leave as if they were still working.

Fair Labor Standards Act $($FLSA$)$:

Establishes minimum wage, overtime pay, record keeping, and youth employment standards.

Applies to full$-$time and part$-$time workers in the private sector and in federal, state, and local governments.

Non$-$exempt employees must receive overtime pay for hours worked over $40$ in a workweek at a rate not less than time and a half their regular rates of pay.

Defines the criteria for exempt employees who are not entitled to overtime pay.

Requires employers to keep employee time and pay records.

Consolidated Omnibus Reconciliation Act $($COBRA$)$:

Provides employees and their families who lose health benefits the right to choose to continue group health benefits under certain circumstances.

Applies to employers with $20$ or more employees.

Coverage can be extended for up to $18$ months, and in some cases, up to $36$ months.

Beneficiaries may be required to pay the entire premium for coverage up to $102\%$ of the cost to the plan.

Qualifying events for COBRA:

coverage include voluntary or involuntary job loss, reduction in hours worked, transition between jobs, death, divorce, and other life events.

Applies to employers with $20$ or more employees.

Coverage can be extended for up to $18$ months, and in some cases, up to $36$ months.

Beneficiaries may be required to pay the entire premium for coverage up to $102\%$ of the cost to the plan.

Qualifying events for COBRA coverage include voluntary or involuntary job loss, reduction in hours worked, transition between jobs, death, divorce, and other life events.

Using the U$.$S$.$ Dept. of Labor website, I was able to find comprehensive and reliable information on these laws, which is crucial for effective management and compliance.$$