Family and Medical Leave Act (29 U.S.C. s. 2601) (29 C.F.R. s. 825.100)
- Employers with 50 or more employees must provide 12 weeks of unpaid leave during any 12 month period for the birth or placement of a child, or because of the serious health condition of the employee, the employee's spouse, child or parent.
- To be eligible for FMLA leave an employee must have been employed with the employer for at least 12 months and must have worked at least 1,250 hours during the 12 months prior to the start of the FMLA leave.
- It is the responsibility of the employer to designate leave as FMLA leave as soon as the employer has information that the leave is for a FMLA reason.
- When the leave concerns a serious medical condition, the employer may require certification from a health care provider.
- Except for health care benefits, all seniority and benefits are frozen until the employee returns from leave. The employer must maintain health care coverage for the duration of the leave on the same basis that it was provided before the leave began.
- Persons on leave due to serious medical conditions may have intermittent and reduced schedule leave when medically necessary.
- An employee out on a FMLA leave is entitled on return from such leave to be restored to the position of employment held by the employee when the leave commenced or to an equivalent position with equivalent employment benefits, pay, and other terms and conditions of employment.
- The Department of Labor has developed optional-use forms which can be used by employers to provide required notices to employees and by employees to provide certification of their need for an FMLA qualifying reason. (FMLA Forms)
- It is unlawful for an employer to interfere with, retrain, deny or retaliate against an employee who is exercising or attempting to exercise the right to take FMLA leave. (29 U.S.C. s. 2615) An employee who prevails in such an action can recover lost wages and benefits, any actual monetary losses sustained, an additional amount as liquidated damages equal to the foregoing except where the employer proves to the satisfaction of the court that the violation occurred in good faith and that the employer had reasonable grounds for believing that its actions were not a violation, and reasonable attorney's fees. (29 U.S.C. s. 2617)
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