The FMLA, short for the Family Medical Leave Act, is a law that was enacted back in 1993. The laws states that employees who qualify have the right to access unpaid leave for a total of up to 3 months, but in some circumstances, it could be up to 26 weeks. Some employers have to grant their workers unpaid leave for a number of reasons, which includes caring for a child after they have been born, as well as the adoption of a child. Other reasons include caring for a spouse, or other loved ones such as a daughter, son or father/mother who has a serious health condition or an employee who has a health condition that affects how they are able to do their job.
Employers have to hold the employee's job too, during the period of leave. No changes can be made to their salary. Also, benefits and work hours cannot be changed.
1. Recent Changes To FMLA- In 2009, one of the changes made included permitting a spouse or someone's son/daughter, or next of kin, to take a leave of absence for up to 26 weeks in order to provide care for a family member who is in the Armed Forces, National Guard or Reserves, and they are going through therapy, medical treatment or healing, or if they are an outpatient. They can take a leave if the person they are caring for is on a temporary disability retired list do to serious sickness or injury. Also, if employees are eligible, they can take a leave that totals up to 26 weeks during a single period of 12 months.
2. What Businesses Have To Grant Family Medical Leave- Businesses that have 50 or more employees who work within 75 miles of the company will need to allow their workers access to leave. However, employees will need to be eligible. There are a few requirements they need to meet in order to be eligible, which will be discussed in the next section, and by the end of the article, you should have an idea of whether or not you are eligible.
3. Employees: Which Are Eligible- An employee must work for a covered employer, as well as have been with the employer for a total of 12 months. Over the course of the previous months, the amount of hours they have worked needs to be at least 1,250. Also, they must work in an area in the USA where there are at least 50 workers within 75 miles of the company, and it is worth pointing out that if a business has 50 or more employees that are eligible, then they cannot deny the leave of absence to their employees.
Employers have to hold the employee's job too, during the period of leave. No changes can be made to their salary. Also, benefits and work hours cannot be changed.
1. Recent Changes To FMLA- In 2009, one of the changes made included permitting a spouse or someone's son/daughter, or next of kin, to take a leave of absence for up to 26 weeks in order to provide care for a family member who is in the Armed Forces, National Guard or Reserves, and they are going through therapy, medical treatment or healing, or if they are an outpatient. They can take a leave if the person they are caring for is on a temporary disability retired list do to serious sickness or injury. Also, if employees are eligible, they can take a leave that totals up to 26 weeks during a single period of 12 months.
2. What Businesses Have To Grant Family Medical Leave- Businesses that have 50 or more employees who work within 75 miles of the company will need to allow their workers access to leave. However, employees will need to be eligible. There are a few requirements they need to meet in order to be eligible, which will be discussed in the next section, and by the end of the article, you should have an idea of whether or not you are eligible.
3. Employees: Which Are Eligible- An employee must work for a covered employer, as well as have been with the employer for a total of 12 months. Over the course of the previous months, the amount of hours they have worked needs to be at least 1,250. Also, they must work in an area in the USA where there are at least 50 workers within 75 miles of the company, and it is worth pointing out that if a business has 50 or more employees that are eligible, then they cannot deny the leave of absence to their employees.