Thewas created to allow employees time off to deal with their own serious health conditions or those of family members who need medical care.
Except in the case of leave to care for a covered service member with a serious injury or illness, U.S. Department of Labor regulations say an eligible employee’sentitlement is limited to a total of 12 workweeks of leave during any 12-month period for any one, or more, of the following reasons:
1. The birth of the employee’s son or daughter, and to care for the newborn
2. The placement with the employee of a son or daughter for adoption or foster care, and to care for the newly placed child
3. To care for the employee’s spouse, son, daughter or parent with a serious health condition
4. Because of a serious health condition that makes the employee unable to perform one or more of the essential functions of his or her job
5. Because of any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a covered military member on active duty (or has been notified of an impending call or order to active duty) in support of a contingency operation.
Note: Military caregiver leave regulations enacted in 2009 entitle employees to up to 26 weeks of leave per service member, per injury, in a single 12-month period.
Find www.dol.gov/whd/fmla.advice at
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Employee being disciplined suddenly gets 'sick'? Don't fall for ruse invoking FMLA protection
- Set separate notice rules for FMLA and regular absences
- FMLA isn't carte blanche for all sick leave
- Be prepared to grant FMLA leave for diagnosis of serious health condition