FMLA requires covered employers to provide up to 12 weeks of unpaid, job-protected leave to "eligible" employees for certain family and medical reasons. Employees are eligible if they
have worked for a covered employer for at least one year, and for 1,250 hours over the previous 12 months, and if there are at least 50 employees within 75 miles. The FMLA permits
employees to take leave on an intermittent basis or to work a reduced schedule under certain circumstances.
Unpaid leave must be granted for any of the following reasons:
to care for the employee's child after birth, or placement for adoption or foster care;
to care for the employee's spouse, son or daughter, or parent, who has a serious health condition; or
for a serious health condition that makes the employee unable to perform the employee's job.
At the employee's or employer's option, certain kinds of paid leave may be substituted for unpaid leave.
The employee may be required to provide advance leave notice and medical certification. Taking of leave may be denied, if requirements are not met. The employee ordinarily must provide
30 days advance notice when the leave is "foreseeable." An employer may require medical certification to support a request for leave because of a serious health condition, and may require
second or third opinions (at the employer's expense) and fitness for duty report to return to work.
For the duration of FMLA leave, the employer must maintain the employee's health coverage under any "group health plan." Upon return from FMLA leave, most employees must be restored
to their original or equivalent positions with equivalent pay, benefits, and other employment terms. The use of FMLA leave cannot result in the loss of any employment benefit that
accrued prior to the start of an employee's leave.
FMLA makes it unlawful for any employer to:
interfere with, restrain, or deny the exercise of any right provided under FMLA:
discharge or discriminate against any person for opposing any practice made unlawful by FMLA or for involvement in any proceeding under or relating to FMLA.
The U.S. Department of Labor is authorized to investigate and resolve complaints of violations.
An eligible employee may bring a civil action against an employer for violations.
FMLA does not affect any Federal or State law prohibiting discrimination, or supersede any State or local law or collective bargaining agreement which provides greater family or medical leave rights.
If you have access to the Internet visit FLMA’s website: http://www.dol.gov/esa/whd/flma. Or contact the nearest office of Wage and Hour Division, listed in most telephone directories
under U.S. Government, Department of Labor. For a listing of records that must be kept by employers to comply with FMLA visit the U.S. Dept. of Labor’s website:
http://www.dol.gov/dol/allcfr/ESA/Title_29/Part_825/29CFR825.500.htm
