Who is entitled to FMLA leave for family reasons?

Table of Contents

Who is entitled to FMLA leave for family reasons?

The FMLA entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave. Eligible employees are entitled to:

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.

What do you need to know about intermittent FMLA?

Intermittent FMLA: Everything You Need to Know. Intermittent FMLA is leave taken pursuant to the Family Medical Leave Act for taken in separate, non-consecutive time periods rather than a single span of time.8 min read.

What can you do with 12 weeks of FMLA?

Certain situations qualify under FMLA rules to allow an employee to take leave in the event of their family member’s overseas deployment. In most cases, this allows an employee to use their 12 weeks of leave to fill in necessary child care duties that were left vacant by a spouse’s or parent’s deployment.

The FMLA entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave. Eligible employees are entitled to:

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.

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 FMLA cause an employer to terminate an employee?

FMLA doesn’t provide employees with any greater rights to reinstatement, benefits or conditions of employment, including continued employment. An employer may terminate an employee regardless of FMLA leave status if there is a legitimate, nondiscriminatory reason such as:

What can I do if an employee is abusing FMLA leave?

FMLA provides job-protected leave to employees with a serious health condition, or to care for a family member with a serious health condition. But what if an employee is abusing that right? If an employer has an honest belief that an employee is abusing his or her FMLA leave, job restoration may be denied. How do you prove this?

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

What if an employee is not covered under FMLA?

If an employee is not covered under FMLA, she runs the risk of losing her job and benefits for taking an extended leave of absence. Employers not covered by the law do not have to maintain the worker’s job or benefits while on leave nor is the employer required to make accommodations or concessions for the employee — with one exception.

What are my options if I do not qualify for FMLA?

If employees do not qualify for FMLA leave, they may be able to utilize paid sick leave or vacation time if their employer offers it. But labor laws do not require employers to offer paid or unpaid leave, except for that which the FMLA specifies.

Can you be fired if you do not qualify for FMLA?

Significance. If employees do not qualify for FMLA leave, but take leave anyway, an employer may fire them unless they have contractual protections, such as a collective bargaining agreement. Labor laws do not require employers to retain employees who cannot report to work, even if the reason is legitimate and out of the employee’s control.

Are employees required to use FMLA?

In general, the answer is yes. The Department of Labor, through its opinion letters, as well as several district and circuit federal courts, have held that employers can require an employee to take FMLA.

Why is Melvin on intermittent medical leave FMLA?

Melvin suffers from acute iron-deficiency anemia that sometimes causes him to experience blackouts, “grayouts,” heart palpitations, and fatigue. As a consequence, his physician certified him for intermittent medical leave under the FMLA.

Are there unpaid disciplinary suspensions FMLA interference and retaliation?

Specifically, the employee claimed that unpaid disciplinary suspensions imposed by his employer constituted interference and retaliation under the FMLA as well as disability discrimination under the ADA. In the fall of 2000, “Melvin” began working for GM as an electrician at its automobile plant in Kokomo, Indiana.

When to advise employee they have exhausted their FMLA?

Dear ( name I hope this letter finds you recuperating and getting your strength back [ tweak language as appropriate for the employee’s or family member’s situation Regrettably, I am writing to inform you that you are about to / have exhaust(ed) your 12 weeks (____ hours) of leave under the Family and Medical Leave Act (FMLA) as of [

When does an employer have the right to deny FMLA?

In a recent case decided by the employee-friendly Ninth Circuit, an employer has the right to deny FMLA leave where the employee refuses or fails to provide adequate certification to support the need for leave under the Family and Medical Leave Act. Lewis v. United States and Donley (pdf).

Specifically, the employee claimed that unpaid disciplinary suspensions imposed by his employer constituted interference and retaliation under the FMLA as well as disability discrimination under the ADA. In the fall of 2000, “Melvin” began working for GM as an electrician at its automobile plant in Kokomo, Indiana.

How many weeks of unpaid leave can you get under the FMLA?

The Federal Medical Leave Act (FMLA) allows qualifying employees of up 12 weeks of unpaid leave per year. It is a protected leave that protects your job during absence from work. It also helps maintain employee benefits during your leave.

How many workweeks can you take under FMLA?

The FMLA also entitles an employee to take up to 26 workweeks of FMLA leave in a single 12-month period for military caregiver leave. When spouses work for the same employer and each spouse is eligible to take FMLA leave, the FMLA limits the combined amount of leave they may take for some, but not all, FMLA-qualifying leave reasons.

Do you have to ask your employer for FMLA?

While you do not have to specifically ask for FMLA leave for your first leave request, you do need to provide enough information so your employer is aware it may be covered by the FMLA. Once a condition has been approved for FMLA leave and you need additional leave for that condition (for example recurring migraines

How does the family and Medical Leave Act protect employees?

The law sets requirements for notice, by both the employee and the employer, and provides employers with the right to require certification of the need for FMLA leave in certain circumstances. The law protects employees from interference and retaliation for exercising or attempting to exercise their FMLA rights.

How often can a spouse take FMLA leave?

Eligible spouses who work for the same employer are limited to a combined total of 12 workweeks of leave in a 12-month period for the following FMLA-qualifying reasons: the placement of a son or daughter with the employee for adoption or foster care and bonding with the newly-placed child, and the care of a parent with a serious health condition.

When to provide FMLA notice to an employee?

Be provided within five business days of the initial request for leave or when the employer acquires knowledge that an employee leave may be for an FMLA-qualifying reason; If the employee is determined to be not eligible for FMLA leave, state at least one reason why.

When do you use paid leave for an FMLA-covered?

leave, your employer can require you to use it during your FMLA leave. For example, if you are out for one week recovering from surgery, and you have two weeks of paid vacation saved up, your 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

What happens if an employer denies FMLA leave?

For some employers, denying FMLA leave above will not result in an unexcused absence because the employee simply can use accrued paid leave without any consequence. For other employers, they simply want to start the FMLA clock running so that the employee exhausts FMLA leave as quickly as possible and return to work.

Can you take FMLA if you have less than 50 employees?

50 employees within 75 miles of your worksite. So even if your employer has more than 50 employees, if they are spread out and there are not 50 employees within 75 miles of where you work, you will not be eligible to take FMLA leave. Airline Flight Attendants/Flight Crew Employees Due to non-traditional work schedules, airline flight attendants and

Can an employer force you to take FMLA?

Employees do not technically have the right to choose when they take FMLA leave. If the employer becomes aware that the leave is FMLA-qualifying, it can force you to use FMLA leave if it is available to you, even if you request to use PTO or vacation time before taking FMLA.

Does FMLA cover spouses working for the same employer?

Spouses who are eligible for FMLA leave and are employed by the same covered employer may be limited to a combined total of 12 weeks of leave during any 12-month period if the leave is taken to care for the employee’s parent with a serious health condition, for the birth of the employee’s son or daughter or to care for the child after the birth, or for placement of a son or daughter with the employee for adoption or foster care or to care for the child after placement.

How to help co-workers cope with the FMLA?

  • leaves of absence is to educate them on the law and
  • FMLA Specifics.
  • Co-workers’ Questions.
  • Disclosure.
  • Job Restoration.
  • FMLA Abuse.

    Can you use FMLA to take care of your mother?

    It allows employees unpaid time off to care for children, spouses, or parents — or to deal with their own medical needs. But in-laws are not mentioned. This means that the FMLA doesn’t give you the legal right to take time off to care for your mother-in-law.

    How do I request FMLA leave from my employer?

    The Employee’s Guide to the Family and Medical Leave Act 7 How Do I Request FMLA Leave? To take FMLA leave, you must provide your employer with appropriate notice. If you know in advance that you will need FMLA leave (for example, if you are planning to have surgery or you are pregnant), you must give your employer at least 30 days advance

    When did the FMLA apply to elderly parents?

    FMLA To Care For Elderly Parents. The Family and Medical Leave Act (FMLA), enacted in 1993, often covers care for new members of the family, such as babies. However, it also extends to elderly or ill family members as well – giving caregivers some legal rights if they are in a position where they have to care for their elderly parents.

    What is FMLA and how does it work?

    The Family and Medical Leave Act, or FMLA, is a federal law that provides you with the right to take time off work when you need to care for an aging parent or other loved one. Using FMLA, you can take up to twelve weeks of unpaid leave during a 12-month period without risking the loss of one’s employment or employer-provided health insurance.

    What do you need to know about FMLA for elderly parents?

    One of those options is using the Family and Medical Leave Act, or FMLA, to care for your elderly parent. FMLA to Care for Parent The Family and Medical Leave Act, or FMLA, is a federal law that provides you with the right to take time off work when you need to care for an aging parent or other loved one.

    Can a working mother and father take FMLA?

    Both mothers and fathers can take FMLA leave; the law is gender-neutral and applies to families with opposite-sex or same-sex parents. Can my spouse and I break up the leave? Sure. For example, you could take six weeks, your spouse could take six weeks, then you could take another six weeks, and so on.

    When is the comment period for the FMLA?

    On October 4, 2019, the 60-day public comment period on proposed revisions to the Wage and Hour Division’s (WHD) optional-use Family and Medical Leave Act (FMLA) forms closed. The Department is reviewing the submitted comments.

    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 .

    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.

    On October 4, 2019, the 60-day public comment period on proposed revisions to the Wage and Hour Division’s (WHD) optional-use Family and Medical Leave Act (FMLA) forms closed. The Department is reviewing the submitted comments.

    What does FMLA stand for in Medical Leave Act?

    What Is FMLA? FMLA stands for The Family and Medical Leave Act. This law allows employees who need to care for themselves or a family member, 12 weeks of unpaid leave from work.

    What should employees know about the family and Medical Leave Act?

    This is the purpose behind the Family and Medical Leave Act, a federal law that was passed in 1993 to help employees balance their work responsibilities with family demands. Here’s what to know about the FMLA: The FMLA allows for 12 weeks of leave during a 12-month period – but the leave is unpaid.

    What qualifies as a FMLA serious health condition?

    What’s a Serious Health Condition Under FMLA? Inpatient Care. Incapacity for More Than Three Days Plus Continuing Treatment. Pregnancy or Prenatal Care. Chronic Serious Health Conditions. Permanent or Long-Term Incapacity. Multiple Treatments.

    What is considered FMLA abuse?

    FMLA abuse, on the other hand, occurs when an employee wrongly, improperly, or excessively uses the system. Someone may be pushing the envelope without actually committing fraud. He or she may still be entitled to leave and reinstatement.

    This is the purpose behind the Family and Medical Leave Act, a federal law that was passed in 1993 to help employees balance their work responsibilities with family demands. Here’s what to know about the FMLA: The FMLA allows for 12 weeks of leave during a 12-month period – but the leave is unpaid.

    What does FMLA stand for in terms of health insurance?

    The FMLA entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave.

    What does the family and Medical Leave Act do?

    Family and Medical Leave Act The FMLA entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave.

    When does Henry go back to work after FMLA?

    Henry plans to take 12 weeks of FMLA leave beginning in August for the birth of his second child. Earlier in the leave year, however, Henry took two weeks of annual leave to care for his mother following her hospitalization for a serious health condition.

    When did the new FMLA regulations come into effect?

    The effective date of the revised FMLA regulations is January 16, 2009. A separate FAQ relating to the FMLA military family leave entitlements can be found at www.dol.gov/agencies/whd/fmla/index.

    Do you need to tell HR about FMLA?

    Human resources need only advise that the employee is out on an approved leave. This will help to reduce the chance that other employees are discussing the circumstances surrounding the leave. Of course, if the employee wishes to discuss his/her own medical information with others, that is not an employer violation.

    Does FMLA pay full salary?

    Because of this, the FLSA does not require an employer to pay an exempt employee their full salary for any work-weeks where they take intermittent or reduced FMLA leave. Per FMLA regulation 29 CFR 825

    What does every employer need to know about FMLA?

    Every employer covered by the FMLA is required to post and keep posted on its premises, in conspicuous places where employees are employed, a notice explaining the FMLA’s provisions and providing information concerning the procedures for filing complaints of violations of the FMLA with the Wage and Hour Division.

    What percentage does FMLA pay?

    The tax credit is calculated as an applicable percentage of the wages paid to qualifying employees during their paid FMLA leave of up to 12 weeks. The applicable percentage is based on the wage replacement rate under the employer’s policy, beginning at 12.5% for a 50% wage replacement rate.

    When do you start FMLA?

    FMLA starts on the day designated by the employee and employer as the first day of leave. This is true in most cases when the employee gives the employer a written request thirty days in advance.

    When was the family and Medical Leave Act ( FMLA ) enacted?

    Enacted in 1993, FMLA requires certain companies to provide employees unpaid leave for issues related to family (such as caring for a newborn or adopted child) or health issues (your own or a family member’s). However, not all employers need to adhere to FMLA, and not all employees are eligible.

    Who is eligible for the family and Medical Leave Act?

    An eligible employee is one who: 1 Works for a covered employer; 2 Has worked for the employer for at least 12 months; 3 Has at least 1,250 hours of service for the employer during the 12 month period immediately preceding the leave *; and 4 Works at a location where the employer has at least 50 employees within 75 miles.

    When does an employer need to certify FMLA?

    When an employee requests FMLA leave due to his or her own serious health condition or a covered family member’s serious health condition, the employer may require certification in support of the leave from a health care provider.

    How does FMLA apply to family and medical leave?

    The FMLA entitles eligible employees of covered employers to take job-protected, unpaid leave for specified family and medical reasons. Eligible employees are entitled to: Birth and care of the employee’s child, within one year of birth Placement with the employee of a child for adoption or foster care, within one year of the placement

    What does the family and Medical Leave Act provide?

    (Q) What does the Family and Medical leave act provide? 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.

    Is it legal to use FMLA during pregnancy?

    An employee’s ability to use FMLA leave during pregnancy or after the birth of a child has not changed. Under the regulations, a mother can use 12 weeks of FMLA leave for the birth of a child, for prenatal care and incapacity related to pregnancy, and for her own serious health condition following the birth of a child.

    When an employee requests FMLA leave due to his or her own serious health condition or a covered family member’s serious health condition, the employer may require certification in support of the leave from a health care provider.

    What should employers do when workers exhaust FMLA leave?

    Employers should use forms that are compliant with the California Family Rights Act, rather than the FMLA, so they don’t ask unauthorized questions under state law. Communicating with the employee about his or her leave status is important, Devitt said. Significantly, the employer must notify the employee when FMLA ends.

    Can you ask an employee to report to work while on FMLA?

    You can indeed ask an employee during his FMLA leave to report to work to participate in an internal investigation. Within reason, of course. Heed the court’s guidance here: In certain circumstances, required meetings may unlawfully interrupt an employee’s leave.

    What qualifies me for FMLA?

    Qualifying for FMLA. Conditions that qualify an employee for FMLA include the birth of a child and taking care of a newborn, placement of a child for adoption or state ordered foster care, an employee’s serious health condition, or the need to care for a spouse, child, or parent with a serious health condition.

    What qualifies you for FMLA?

    As defined under FMLA, a “serious health condition” means any illness, injury, impairment, or physical or mental condition that involves either inpatient care or continuing treatment by a health care provider. Additionally, for determining what qualifies for FMLA-related leave,…

    Which states have paid FMLA?

    As of 2018, New York, New Jersey, California and Rhode Island offer paid FMLA. All four states run it through their disability programs. Five other states offer paid sick leave. The states with paid FMLA finance it through payroll taxes and administer it as part of their disability programs.

    Who has to offer FMLA?

    Any public agency, including federal agencies, state agencies, and county and city agencies are all required to provide FMLA benefits to employees.

    When to use FMLA form wh-385-v?

    Military Caregiver Leave of a Veteran, form WH-385-V – use when requesting leave to care for a family member is who a covered veteran with a serious injury or illness. The Department revised the optional-use FMLA forms in June 2020.

    Can a employer take 12 weeks of FMLA?

    However, an employer can and should take the 12 weeks of FMLA leave already provided to the employee when considering whether additional leave would create a hardship. Employers have the flexibility as early as “day one” of an employee’s FMLA leave to assess whether the absence constitutes an undue hardship.

    When to recertify an employee under the FMLA?

    Under the FMLA, the employee must provide recertification to the employer within 15 calendar days after the employer’s request, unless it is not practicable under the particular circumstances to do so despite the employee’s diligent, good faith efforts.

    What is the wh-382 form for FMLA?

    Designation Notice, form WH-382 – informs the employee whether the FMLA leave request is approved; also informs the employee of the amount of leave that is designated and counted against the employee’s FMLA entitlement.

    What is the FMLA rights and responsibilities notice?

    Rights and Responsibilities Notice, form WH-381 (combined with the Eligibility Notice) – informs the employee of the specific expectations and obligations associated with the FMLA leave request and the consequences of failure to meet those obligations.

    When is the FMLA RFI going to be published?

    On July 16, 2020, Wage and Hour Division announced a Request for Information (RFI) to be published in the Federal Register seeking the public’s feedback on the administration and use of the law. Learn more about the RFI on FMLA.

    How is a 12 month period measured under FMLA?

    (4) a “rolling” 12-month period measured backward – 12-month period measured backward from the date an employee uses any FMLA leave. Under the ‘‘rolling’’ 12-month period, each time an employee takes FMLA leave, the remaining leave entitlement would be the balance of the 12 weeks which has not been used during the immediately preceding 12 months.

    When did the company give Wink intermittent FMLA?

    In July 2011, the company granted Wink intermittent FMLA leave to take the child to medical appointments and therapy. Wink’s mother took care of the toddler three days a week while Wink was at work; for the remaining two days, Wink relied on daycare.

    How many weeks of FMLA can Patricia take in a year?

    Patricia has taken 11 weeks of FMLA leave in the 12-month period and only has one week of FMLA-protected leave available. After Patricia takes the one week in November, she can next take FMLA leave beginning January 1st as the days of her previous January leave “roll off” the leave year.

    When does a caregiver leave under the FMLA?

    See Fact Sheets #28M (a), Military Caregiver Leave for a Current Servicemember under the FMLA or #28M (b), Military Caregiver Leave for a Veteran under the FMLA. The employer may use any of the following methods to establish the 12-month period: (1) the calendar year – 12-month period that runs from January 1 through December 31;

    When do my 12 weeks of FMLA leave ” renew?

    The employer may use the calendar year, which would mean that your 12-week entitlement would renew on January 1, as you imagined. The employer may use another fixed 12-month period, such as the company’s fiscal year or the 12 months that begin with the anniversary of the employee’s hire date.

    What happens when you return to work after FMLA?

    This means that you will still have a job when you return from your medical leave and that employers cannot use the fact that you took an unpaid medical leave to make employment decisions, such as whether to promote or fire you. Employers cannot legally retaliate against you if you report a violation of these rules.

    How many weeks of unpaid leave can I take under the FMLA?

    An FMLA-eligible employee can take up to 12 weeks of unpaid, job-protected leave in a designated 12-month leave year for specified family and medical reasons, including a serious health condition as defined by the FMLA.

    What happens if you fail to provide FMLA certification?

    While you’re out on FMLA, you’ll have to provide medical certification. If you fail to do so or lie about the reasons why you need to take FMLA leave, the FMLA protections will no longer cover you. Make sure to comply with any requests in a timely manner, so your unpaid leave benefits from the full protections offered by the federal law.

    What happens when an employee does not qualify for FMLA?

    If an employee does not meet the requirements to take paid leave under the employer’s normal leave policies, the employee may still take unpaid FMLA leave. Paid leave taken for reasons that do not qualify for FMLA leave does not count against the employee’s FMLA leave entitlement.

    An FMLA-eligible employee can take up to 12 weeks of unpaid, job-protected leave in a designated 12-month leave year for specified family and medical reasons, including a serious health condition as defined by the FMLA.

    What happens to group health insurance during FMLA?

    If an employee is provided group health insurance, the employee is entitled to the continuation of the group health insurance coverage during FMLA leave on the same terms as if he or she had continued to work. If family member coverage is provided to an employee, family member coverage must be maintained during the FMLA leave.

    What are the benefits available under the FMLA?

    What benefits are available under the FMLA? The FMLA provides eligible employees of covered employers with unpaid, job-protected leave for specified family and medical reasons.

    What do you need to know about FMLA-SHRM?

    Not require employees on FMLA leave to work. Be ready to explain to employees the company policy about whether paid time off, such as vacation and sick leave, runs concurrently with FMLA leave. If managers are not confident in their understanding, they should refer employees to HR.

    When does an employer have to notify an employee of FMLA?

    Under the regulations, an employer must notify an employee whether leave will be designated as FMLA leave within five business days of learning that the leave is being taken for a FMLA-qualifying reason, absent extenuating circumstances.

    Not require employees on FMLA leave to work. Be ready to explain to employees the company policy about whether paid time off, such as vacation and sick leave, runs concurrently with FMLA leave. If managers are not confident in their understanding, they should refer employees to HR.

    When does an employer know of an FMLA request?

    An employer may learn of a request for FMLA leave when the employee submits a request or when the employer acquires knowledge that an employee needs leave that may be for an FMLA-qualifying reason.

    When is intermittent FMLA leave available to employees?

    When Is Intermittent FMLA Leave Available? Intermittent FMLA is available to employees when he or she has a serious health condition which prevents the employee from doing his or her job or for employees with family members requiring care for a serious health condition. Family members include spouse, child, and parent.

    Which is not a worksite under FMLA regulations?

    The FMLA regulations state, “An employee’s personal residence is not a worksite in the case of employees, such as salespersons, who travel a sales territory and who generally leave to work and return from work to their personal residence, or employees who work at home, as under the concept of flexiplace or telecommuting.

    Under the regulations, an employer must notify an employee whether leave will be designated as FMLA leave within five business days of learning that the leave is being taken for a FMLA-qualifying reason, absent extenuating circumstances.

    The law sets requirements for notice, by both the employee and the employer, and provides employers with the right to require certification of the need for FMLA leave in certain circumstances. The law protects employees from interference and retaliation for exercising or attempting to exercise their FMLA rights.

    Military Caregiver Leave of a Veteran, form WH-385-V – use when requesting leave to care for a family member is who a covered veteran with a serious injury or illness. The Department revised the optional-use FMLA forms in June 2020.

    When should I use FMLA?

    Those who need time off of work can use FMLA if they are taking time to care for a newborn, caring for a newly adopted child, caring for a sick family member, or have a medical emergency or sickness that causes the employee himself to be unable to work. Women with pregnancy complications are also eligible for the FMLA job protected time off.

    Why should I use FMLA?

    One of the most common reasons FMLA leave is used is to recover from an illness or injury. Employees that meet the eligibility prerequisites can also apply for FMLA leave to care for a close family member.

    How do I take FMLA?

    To apply for an FMLA leave from your work place, simply speak to your boss or manager, or go to the human resources department in your facility. Ask to fill out a medical leave form to take an FMLA as soon as you know you need it.

    Should I take FMLA?