Q. We’ve heard that federal employees’have recently expanded. Can you tell us about this?
A. This has to do withrelated to the military service of an employee’s relative. Under a new federal rule, a federal employee can take up to 12 workweeks of unpaid leave for a qualifying exigency when the employee’s spouse, son, daughter or parent is on active military duty or has been notified of an impending call or order to active duty.
The final rule became effective Oct. 31, 2011.
Federal employees can takeleave to help a military-connected relative deal with:
- Short-notice deployment
- Military events and related activities
- Child care and school activities
- Financial and legal arrangements
- Rest and recuperation
- Post-deployment activities
- Additional activities if the agency and the employee agree that they are qualifying exigencies.
- Only truly outrageous conduct can add up to intentional infliction of emotional distress
- Tell supervisors: Brief contact is OK, but never badger employee out on FMLA leave
- Department of Labor to study FMLA usage; may signal more upcoming regulatory changes
- OK to fire worker who has taken FMLA leave--but you had better be prepared to explain why
- Company that provided, then pulled FMLA faces trial