Q. One of our employees missed several months of work last year because of a workers’ compensation qualifying injury. She has now requested leave under the. Do we have to grant this request for leave?
A. It depends. An employer is covered by the FMLA if it has employed 50 or more employees for each working day during 20 or more calendar workweeks in the present or preceding calendar year. Additionally, only those employees who have worked for the employer for 12 months (not necessarily consecutively) and have worked at least 1,250 hours during the previous 12 months are entitled to leave.
The courts have universally held that employees who do not meet the requirement of working at least 1,250 hours for the employer during the 12 months immediately preceding the request for leave are not entitled to, regardless of whether the employee’s lost time stems from a workers’ compensation qualifying injury.
Accordingly, if the employee has not worked the requisite 1,250 hours during the preceding 12 months, she would not be entitled to FMLA leave, and you would be justified in denying her request.
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Can we terminate a poor performer who is currently out on FMLA leave?
- Off-work months during grievance don't count toward FMLA eligibility
- When new employee quits, know the legal way to recoup your training costs
- What are the risks of continuing a no-fault attendance policy?