"The Family and Medical Leave Act of 1993 (FMLA) is a United States labor law requiring covered employers to provide employees with job-protected, unpaid leave for qualified medical and family reasons."
This law provides employees with the right to take unpaid leave due to medical reasons or to care for a family member.
Overview of Family and Medical Leave Act: This topic provides an introduction to the Family and Medical Leave Act.
Eligibility requirements: This topic covers the conditions that must be met for an employee to be eligible to take leave under the Family and Medical Leave Act.
Covered employers: This topic discusses the businesses or organizations that are subject to the Family and Medical Leave Act.
Covered employees: This topic covers which employees are covered by the Family and Medical Leave Act and which are not.
Reasons for taking leave: This topic discusses the reasons an employee can take leave under the Family and Medical Leave Act.
Length of leave: This topic covers the duration of leave that an employee can take under the Family and Medical Leave Act.
Notice and certification requirements: This topic discusses the notice and certification requirements that employees must meet to take leave under the Family and Medical Leave Act.
Job restoration and benefits continuation: This topic covers the job reinstatement and benefits continuation requirements for employees who have taken leave under the Family and Medical Leave Act.
Intermittent leave: This topic discusses intermittent leave, which enables employees to take leave in small increments instead of all at once.
Military leave: This topic covers the special rights and protections afforded to employees who take military leave under the Family and Medical Leave Act.
Enforcement: This topic discusses the enforcement of the Family and Medical Leave Act and how to address violations.
Interplay with other laws: This topic covers how the Family and Medical Leave Act intersects with other employment laws.
Common legal issues: This topic highlights common legal issues that arise under the Family and Medical Leave Act, such as discrimination and retaliation.
Recent updates: This topic gives updates on recent developments and changes regarding the Family and Medical Leave Act.
Birth and care of a newborn child;: The topic of Birth and care of a newborn child under the Family and Medical Leave Act involves providing eligible employees with job-protected leave for the birth, adoption, or foster care placement of a child and to care for the newly born or adopted child.
Placement and adoption of a child;: Placement and adoption of a child refers to the legal provisions that protect employees' rights to take leave for the purpose of adopting a child or taking in a foster child.
Care for a spouse, child, or parent who has a serious health condition;: The topic of Care for a spouse, child, or parent who has a serious health condition pertains to the legal provision for employees to take leave from work to care for their immediate family members with a qualifying health issue under the Family and Medical Leave Act.
Qualifying exigencies arising from a family member's active duty military service.: Qualifying exigencies arising from a family member's active duty military service refer to the specific situations under the Family and Medical Leave Act (FMLA) where eligible employees can take job-protected leave to deal with certain military-related events or activities related to a family member's deployment.
"The FMLA was a major part of President Bill Clinton's first-term domestic agenda."
"He signed it into law on February 5, 1993."
"The FMLA is administered by the Wage and Hour Division of the United States Department of Labor."
"The FMLA allows eligible employees to take up to 12 work weeks of unpaid leave during any 12-month period."
"To care for a new child, care for a seriously ill family member, or recover from a serious illness."
"Yes, the FMLA covers both public- and private-sector employees."
"Certain categories of employees, including elected officials and highly compensated employees, are excluded from the law or face certain limitations."
"In order to be eligible for FMLA leave, an employee must have worked for the employer for at least 12 months, have worked at least 1,250 hours over the past 12 months, and work for an employer with at least 50 employees within a 75-mile radius."
"Several states have passed laws providing additional family and medical leave protections for workers."
"The FMLA is an unpaid leave law, so employers cannot require employees to take paid leave."
"Employers must provide job protection, meaning they cannot terminate or retaliate against employees who take FMLA leave."
"No, the FMLA provides job protection but does not require employers to provide paid leave or ensure full salary during the leave."
"The FMLA is designed to provide job protection and unpaid leave for qualified medical and family reasons."
"No, the FMLA applies to covered employers, which generally includes those with at least 50 employees within a 75-mile radius."
"Yes, employees may take FMLA leave intermittently if needed, for example, in the case of ongoing medical treatments or care schedules."
"No, employees can only use FMLA leave for qualified medical and family reasons as specified by the law."
"Yes, employees can take FMLA leave to care for a new child, which includes the birth of their own child."
"The FMLA allows eligible employees to take up to 12 work weeks of unpaid leave during any 12-month period."
"Certain categories of employees, including elected officials, are excluded from the law or face certain limitations."