Let me be clear on this point, as it can be confusing. When an employee is drawing from a state paid family or medical leave program, you cannot require that they also exhaust their employer-provided accrued paid leave. That said, you and your employee together can agree that you will “...
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When leave is needed for planned medical treatment, the employee must make a reasonable effort to schedule treatment so as not to unduly disrupt the employer's operations. FMLA intermittent leave guidelines allow employers to require employees to use accrued paid leave, such as sick or vacation ...
FMLA also protects group health benefits, if you need to take a leave from work for an illness. Your benefits must be maintained while on FMLA leave, as if you were still working.1 The law also protects your job when you need to take time off. Your employer must give you the same ...
(6) “travel,” but only if the travel is a “regular and necessary condition of the work.” The employer’s reliance on these factors must be reasonable and cannot factor in wage history, which may be affected by a history of pay discrimination. ...
FMLAUnited States v. WindsorWindsorsame-sex marriagegayemployeesemployersLGBTworkplaceThe best practice for employers covered by the Family and Medical Leave Act ("FMLA") is to verify that employees requesting FMLA leave are entitled to it. This...
-Employee must have worked a total of 1250 hours for the current employer by the first day of the leave -Employee must have worked for the current employer for 12 months, this time does not need to be consecutive FMLA can either be continuous or...
If you work for a private company, your employer must have50 or more employees within a 75-mile radius of your worksite. To make the 50-employee mark, the employer must have had 50 or more employees on the payroll for more than 20 weeks in the last twelve months. ...
Where an employee, during leave covered by the FMLA, receives compensation from a state or local PFML program, the FMLA substitution provision does not apply to the portion of leave that is compensated. This means that an employee or employer cannot unilaterally require the concurrent use of emp...
If your employer is using this form to tell you that they are requesting a second or third medical opinion of your ability to work, you’ll need to make arrangements for that medical appointment. Your employer is required to foot the bill for these opinions. FMLA Form WH-384 for Military ...