Theis fairly flexible about the kinds of situations that qualify for . However, there are limits.
Believe it or not, some employees are under the impression they can use FMLA leave during the summer months to care for their minor children instead of sending them to summer camp or day care.
That’s not true unless the child has a serious health condition that prevents participation in camp or day care. Otherwise, parents are expected to make conventional child care arrangements during the summer.
Recent case: Veda Stroder worked for UPS and had a 4-year-old son. The child developed speech problems, and the local school district provided him with twice-weekly, 30-minute speech-therapy sessions during the months he was enrolled in a full-time day care center sponsored by the school district. As the school year was winding down, a speech therapist concluded that Stroder’s son didn’t qualify for speech therapy in t...(register to read more)
- Is a doctor's note enough to prevent us from firing employee who broke call-in rule?
- Simplify employee reviews: 6 tips for creating performance logs
- Want to offer additional leave for disability? Be sure policy is drafted in your favor
- Misconceptions about disabled employee's medical condition can spell ADA trouble
- Do your managers know an FMLA request when they see one?