Since 1993, employees have been able to take up to 12 weeks of unpaid leave to care for their own "serious health condition" or to tend to a child, spouse or parent with a serious condition. But figuring out whether a condition falls into that "serious" category is enough to give you a headache.
With vague language in theAct ( ) and broad regulations from the Labor Department, employers and courts continue to hash out what illnesses are covered. Here's a look at the federal regulations and some of the ways they have been interpreted.
What the rules say
According to the Labor Department's regulations, a serious health condition is an illness, injury, impairment or physical or mental condition that involves one or more of the following:
- Continuing treatment by a health care provider. This includes being unable to work, attend school or perform regular activities for more than three c...(register to read more)
- Keep medical data private, even if new HIPAA rules don't apply
- How does an employee's FMLA leave status affect how we conduct a layoff?
- Employee called to jury duty? Different leave rules apply for federal, state courts
- Pennsylvania Workers' Compensation Act
- You can suggest FMLA leave without triggering ADA liability