29 U.S.C. § 2653
Encouragement of more generous leave policies
Nothing in this Act or any amendment made by this Act shall be construed to discourage employers from adopting or retaining leave policies more generous than any policies that comply with the requirements under this Act or any amendment made by this Act.
Notes of Decisions
Cited in 22
cases (2 in the last 5 years), 1998–2022 · leading case: Martin Allen v. Butler Cnty. Commissioners, 331 F. App'x 389 (6th Cir. 2009).
Martin Allen v. Butler Cnty. Commissioners, 331 F. App'x 389 (6th Cir. 2009). “at 87 , citing 29 U.S.C. § 2653 . When an employer elects to offer such additional paid benefits, the employer is within its rights to count such leave toward the twelve week FMLA guarantee, “[a]s long as these policies meet the Act’s minimum requirements.”
Joan Sherfel v. Reggie Newson, 768 F.3d 561 (6th Cir. 2014). “29 U.S.C. § 2653 . This point was sufficiently important for Congress to place it within its own statutory section rather than list it in 29 U.”
Santosuosso v. NovaCare Rehab., 462 F. Supp. 2d 590 (D.N.J. 2006). “Thus, in light of the Congressional encouragement for employers to provide more generous benefits than mandated by the law, see 29 U.S.C. § 2653 , Plaintiff should not lose her FMLA protection for taking a leave longer than 12 weeks when her employer gave her the permission to…”
McGregor Ex Rel. Bankr. Est. of Cox v. AutoZone, Inc., 180 F.3d 1305 (11th Cir. 1999). “§ 2601 (b)(3); see also 29 U.S.C. § 2653 (“Nothing in this Act or any amendment made by this Act shall be construed to discourage employers from adopting or retaining leave policies more generous than any policies that comply with the requirements under this Act”).”
Eleanor Lafata v. Church of Christ Home for the, 325 F. App'x 416 (6th Cir. 2009). “See 29 U.S.C. § 2653 (“Nothing in this Act or any amendment made by this Act shall be construed to discourage employers from adopting or retaining leave policies more generous than any policies that comply with the requirements under this Act.”
Campbell v. Verizon Virginia, Inc., 812 F. Supp. 2d 748 (E.D. Va. 2011). “” 29 U.S.C. § 2653 ; Barron v. Runyon, 11 F.”
Miller v. Pers.-Touch of Virginia, Inc., 342 F. Supp. 2d 499 (E.D. Va. 2004). “29 U.S.C. § 2653 . “As long as these policies meet the Act’s minimum requirements, leave taken may be counted toward the 12 weeks guaranteed by the FMLA.”
Fleece v. Bfs Diversified, LLC, 618 F. Supp. 2d 929 (S.D. Ind. 2008). “The statute also provides: “Nothing in this Act or any amendment made by this Act shall be construed to discourage employers from adopting or retaining leave policies more generous than any policies that comply with the requirements under this Act or any amendment made by this…”
Cox v. Autozone, Inc., 990 F. Supp. 1369 (M.D. Ala. 1998). “In addition, the Act also seeks in 29 U.S.C. § 2653 to be an “[ejncouragement of more generous leave policies.”
Weidner v. Unity Health Plans Ins. Corp., 606 F. Supp. 2d 949 (W.D. Wis. 2009). “29 U.S.C. § 2653 ; 29 C.F.R. § 825.700 (a)(2009) (“An employer must observe any employment benefit program or plan that provides greater family or medical leave rights to employees than the rights established by the FMLA.”
Highlands Hosp. Corp. v. Preece, 323 S.W.3d 357 (Ky. Ct. App. 2010). “’ 29 U.S.C. § 2653 . The FMLA does not create a federal cause of action to enforce voluntary employer policies that exceed the requirements of the FMLA.”
Garrett v. Circuit City Stores, Inc., 338 F. Supp. 2d 717 (N.D. Tex. 2004). “See 29 U.S.C. § 2653 ; 29 U.S.C. § 218 ; 38 U.”
Annotations are extracted automatically from the opinions in the
Syfert caselaw corpus and ranked by authority, recency, and
treatment. Dots show Syfertize treatment of the citing case itself.