Q. One of our employees recently immigrated to the United States. She is pregnant and told us she plans to take eight weeks’
A. The first question to ask is whether the employee, if she’s a “recent” immigrant, has worked long enough to qualify for FMLA coverage. The minimum is one year and 1,250 hours within the preceding 12 months.
Assuming she is eligible for FMLA, your question raises an issue relating to . DOL regulations do not require employers to grant intermittent leave for childbirth. Employers may, of course, choose to voluntarily permit the employee to split up her FMLA leave.
It’s also important to make sure the reason the parent is requesting intermittent leave is only due to the birth of her child. If the leave were required because either the mother or child had a serious health condition, the law would entitle the employee to take the leave in two or more parts.
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- ADA alert: Managers and supervisors can't force workers to disclose illnesses
- Document efforts to ease return from FMLA
- Don't grant unlimited leave as ADA accommodation
- It's up to you to ensure employees know how much FMLA leave they have left
- Deployed employees get full pay, benefits, monthly care packages