THE LAW: Therequires covered employers to provide eligible employees with up to 12 weeks of unpaid leave to recover from their own serious health condition or for the birth or adoption of a child. Additionally, eligible employees may take leave to care for an immediate family member with a serious health condition.
In 2008, Congress created a new category of leave—military caregiver leave. Employees serving in the military or who are next of kin to service members may take up to 26 weeks of unpaid leave under specific conditions.
WHAT’S NEW: Congressional actions often grab the headlines, but recent executive branch moves have subtly expanded those who qualify for leave.
First, the U.S. Department of Labor announced it would construe the definition of “son or daughter” very broadly. Specifically, employees (married or not, in a same-sex or opposite-sex relationship) who act in loco parentis are eligible to t...(register to read more)
- Prepare to justify termination by citing business reasons unrelated to FMLA leave
- Common small-company confusion: believing FMLA applies to them
- Keep selection process objective to ensure bias-Free hiring
- Leave as a disability accommodation: Are your policies compliant?
- OK to lay off worker who's out on FMLA leave if it's a business necessity