December 15, 2017

Understanding FMLA Law And Your Rights

If you want to have a deeper understanding of FMLA law you have clicked on the right link. This article has been put together to allow you to develop a knowledge of you basic rights regarding when you can take leave from you job without being unfairly discriminated against by your employer.

Fmla Law

To start with let’s take a look at the acronym FMLA. These letters refer to the Family and Medical Leave Act. This is a regulation that is on the federal statute books which has been created to ensure that any US employer must grant up to twelve weeks of leave, albeit unpaid, during a twelve month period when a situation arises that dictates such a requirement.

It is an essential part of this law that the employee is allowed to continue with their job after the specific time frame has elapsed without experiencing any problems or prejudice. To be eligible for FMLA law, the employee must have put in a minimum of 1,250 hours and have been employed at the establishment for a year.

There is a clause in the law that dictates that if the place of employment has no more than fifty staff members present, or carrying out their duties within a seventy five miles area, the staff would not be eligible to use the FMLA regulation. There are strict criteria over when FMLA can be used, understand that it is not a law which can be freely initiated for any situation.

It is possible to use the law when a parent needs to care for a newly born child, when an employee of a company is suffering form a medical condition serious enough to impact on their ability to work, also when an individual needs to take care of a family member who is has a serious medical problem, and also it can be used if the employee has adopted a child who then needs special care and attention.

The stipulated amount of time, twelve weeks, does not need to be taken in one go, it is possible to utilize the leave at various points over a twelve month period if the reason for using the act is because of poor health of themselves or a family member. This rule cannot be used if the reason for leave is to take care of a newly born or adopted child.

There is no stipulation that requires the employer to pay any amount of money to the employee during the time they take leave under the FMLA act. Of course there may be the option of using an accrued paid vacation facility though this does not fall under the remit of the FMLA.

If the employer has provided a health insurance plan to the employee they must continue to fulfill their obligations relating to the cover during the time the FMLA leave is taken up., this is an important point if the reason for being absent is down to ill health. Whether healthcare payments can be met for a dependent would depend upon the nature of the insurance policy.
Additional information at: http://www.eeoc.gov/policy/docs/fmlaada.html

FMLA Guidelines For Taking Leave From Your Job

The FMLA guidelines outlined in the Family and Medical Leave Act (1993) allow for those persons qualifying to be provided with as much as twelve weeks unpaid leave from their regular jobs. The FMLA was updated in 2008 to ensure that those individuals serving in the Armed Forces are also allowed to make use of the scheme. If you are interested in learning more about this regulation take a moment to study the information below.

Fmla Guidelines

The FMLA guidelines include the following general requirements. The employee must be in a position were they are allowed to take leave. The rules that govern the Family and Medical Leave Act dictate that only those individuals who require time off to take care of a newly born or adopted child, or because of ill health or a sickness to a close family member, are eligible.

The maximum amount of leave allowed under the Family and Medical Leave Act is no more than twelve weeks during a twelve month period. This time does not have to be taken consecutively, you can apply to take various blocks of leave over the course of a single twelve month period.

There are different rules that govern the eligibility of an employer to grant leave under this scheme. A private sector worker must be employed in a company that has at least fifty staff members who work a minimum of twenty weeks a year and are based within seventy five miles of the company headquarters. If on the other hand the individual is employed at a public agency be it federal, state, or local, there is no requirement for there to be a minimum of fifty employees.

To be granted leave under the FMLA the individual submitting the application must have been employed with the same company for at least twelve months, and in this time have put in 1,250 hours of service. Only those companies that are based in the mainland US or an overseas US territory fall under the act.

The guidelines dictate that the employee is entitled to return to his or her previous position after the allotted leave has elapsed. If for some reason the position has been filled the company is legally obliged to provide an equivalent role with the same income and other benefits.

If the reason for taking leave is due to ill health of the person submitting the claim or a direct family member (spouse, child, or parent), it is vital to provide official documentary evidence of the condition in question. This should be in the form of verification from a qualified and certified medical professional. Due to stringent privacy laws there is no need to summit information that describes the condition in detail, just why the ailment prohibits the employee from carrying out their duties.

If an individual is covered by the FMLA rules and guidelines they will maintain any health insurance benefits that are provided by their employee. This may also involve the individual paying their insurance premiums if this is the normal situation.

Find out more: http://www.austincc.edu/hr/benefits/FMLA/faqs.php