How do you explain FMLA?

The Family and Medical Leave Act (FMLA) provides certain employees with up to 12 weeks of unpaid, job-protected leave per year. It also requires that their group health benefits be maintained during the leave.

When to take FMLA leave for medical reasons?

You can take FMLA leave as either a single block of time (for example, three weeks of leave for surgery and recovery) or in multiple, smaller blocks of time if medically necessary (for example, occasional absences due to diabetes). You can also take leave on a part-time basis if medically necessary (for example, if after surgery

Do you have to tell your employer about FMLA?

You do not have to tell your employer your diagnosis, but you do need to provide information indicating that your leave is due to an FMLA-protected condition (for example, stating that you have been to the doctor and have been given antibiotics and told to stay home for four days). 8 The Employee’s Guide to the Family and Medical Leave Act

Can a employer discriminate against an employee on FMLA?

WHD also specifically forbids employers from discriminating against employees taking FMLA leave. But, back to the point, the onus is generally on the employee to ask for FMLA leave. “The employee has to provide sufficient facts to put the employer on notice that the absence may be covered by FMLA,” Nowak said.

Do you have to use one week of your vacation time for FMLA?

employer can require you to use one week of your vacation time for your FMLA leave. When you use paid leave for an FMLA-covered reason (whether at your request or your employer’s), your leave time is still protected by the FMLA.

How many weeks of unpaid leave do you have under FMLA?

The Family and Medical Leave Act (FMLA) provides eligible employees up to 12 workweeks of unpaid leave a year, and requires group health benefits to be maintained during the leave as if employees continued to work instead of taking leave.

How does FMLA affect health insurance for employees?

Employers are also required to continue group health insurance coverage for an employee on FMLA leave under the same terms and conditions as if the employee had not taken leave. See Fact Sheet 28A : Employee Protections under the Family and Medical Leave Act .

Can a company Count FMLA leave as no fault?

An employee’s use of FMLA leave cannot be counted against the employee under a “no-fault” attendance policy. Employers are also required to continue group health insurance coverage for an employee on FMLA leave under the same terms and conditions as if the employee had not taken leave.