In order to use paid leave for FMLA leave, employees must comply with the employer’s normal paid leave policies.Įmployees must provide 30 days advance notice of the need to take FMLA leave when the need is foreseeable. Substitution of Paid Leave for Unpaid LeaveĮmployees may choose or employers may require use of accrued paid leave while taking FMLA leave. Leave due to qualifying exigencies may also be taken on an intermittent basis. Employees must make reasonable efforts to schedule leave for planned medical treatment so as not to undulyĭisrupt the employer’s operations. Or on a reduced leave schedule when medically necessary. Other conditions may meetĪn employee does not need to use this leave entitlement in one block. The continuing treatment requirement may be met by a period of incapacity of more than 3 consecutive calendar days combined with at least two visits to a healthĬare provider or one visit and a regimen of continuing treatment, or incapacity due to pregnancy, or incapacity due to a chronic condition. Have worked for a covered employer for at least one year, for 1,250 hours over the previous 12 months, and if at least 50 employees are employed by the employer within 75 miles.Ī serious health condition is an illness, injury, impairment, or physical or mental condition that involves eitherĪn overnight stay in a medical care facility, or continuing treatment by a health care provider for a condition that either prevents the employee from performing theįunctions of the employee’s job, or prevents the qualified family member from participating in school or other daily activities. Leave cannot result in the loss of any employment benefit that accrued prior to the start of an employee’s leave. Upon return from FMLA leave, most employees must be restored to their original or equivalent positions with equivalent pay, benefits, and other employment terms. Which the servicemember is undergoing medicaltreatment, recuperation, or therapy or is in outpatient status or is on the temporary disability retired list.ĭuring FMLA leave, the employer must maintain the employee’s health coverage under any “group health plan” on the same terms as if the employee had continued National Guard or Reserves, who has a serious injury or illness incurred in the line of duty on active duty that may render the servicemember medically unfit to perform his or her duties for A covered servicemember is a current member of the Armed Forces, including a member of the To take up to 26 weeks of leave to care for a covered servicemember during a single 12-month period. Legal arrangements, attending certain counseling sessions, and attending post-deployment reintegration briefings.įMLA also includes a special leave entitlement that permits eligible employees Qualifying exigencies may include attending certain military events, arranging for alternative childcare, addressing certain financial and Leave entitlement to address certain qualifying exigencies. For a serious health condition that makes the employee unable to perform the employee’s job.Įligible employees with a spouse, son, daughter, or parent on active duty or call to active duty status in the National Guard or Reserves in support of a contingency operation may use their 12-week. To care for the employee’s spouse, son or daughter, or parent, who has a serious health condition or.To care for the employee’s child after birth, or placement for adoption or foster care For incapacity due to pregnancy, prenatal medical care or child birth.FMLA requires covered employers to provide up to 12 weeks of unpaid, job-protected leave to eligible employees for the following reasons:
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