Some states offer more — or less — generous leave rights than the federalAct ( ). So if your company is covered by both federal and state law, follow the provisions of whichever law is most generous to employees. Leave under the FMLA and state law can run concurrently, unless otherwise indicated by state law.
If your company has facilities in more than one state, you must adhere to the law of the state in which the facility is located.
Note: Some states have separate maternity/
laws, medical donation leave laws, and family military leave laws, which are not included here. Also not included here are laws that govern public or state employers.
Also note: Be sure to check with your state department of labor for the full details about listed laws and for the most current information.
Coverage: Employers with 50 or more employees.
Employee eligibility: Em...(register to read more)
- Don't expect those on FMLA leave to 'stay home and shut the blinds'
- Beware 'injury discrimination' suits for failing to treat injured workers like other employees
- Parent may take FMLA leave to care for grown children
- Consider ADA--not just the FMLA--when employee experiences difficult pregnancy
- Small subsidiary isn't subject to FMLA if separate from parent