FMLA leave may be required for the following reasons, if both the employer and employee are eligible: See similar questions...

Absence of four days or more plus medical treatment two or more times (also includes one treatment and continuing medical supervision) See similar questions...

The Human Rights Commission does not enforce the FMLA, as it is a federal law. The Commission, can, however, provide you with information and technical assistance on the FMLA. Only certain employers are covered by the FMLA, and only certain employees are eligible for FMLA coverage. The United States Department of Labor (DOL) enforces the FMLA, or, you can seek assistance from a private attorney. For more information on the FMLA, you can visit the DOL's website: http://www.dol.gov/elaws/fmla. See similar questions...

Generally speaking, FMLA cannot be denied if the employee has a medically certified condition, or is caring for a covered individual who has a medically certified condition. Contact the Union Office if you have specific issues or questions. See similar questions...

No, under the FMLA, the term "serious health conditions" is defined to include any periods of incapacity or treatment due to pregnancy, including prenatal care. Thus, the Family and Medical Leave Act (FMLA) leave would be included within the employer's pregnancy leave. No. You are not entitled to compensation while you are off on Family and Medical Leave Act (FMLA) leave. See similar questions...

No, this leave is concurrent with FMLA. The first three weeks and the next three weeks, which are Paid Parental Leave, are both counted toward the 12 weeks of FMLA. See similar questions...

It can be taken for your own "serious health condition" or that of your child, parent or spouse to allow you to care for that family member. You can also take it in connection with the birth, adoption or foster care placement of your child. You are generally required to give 30 days advance notice when the leave is “foreseeable.” Your employer may require medical certification to support your request for Family Medical Leave Act (FMLA) leave. See similar questions...

If you have been employed at Lesley for twelve months, not necessarily consecutively, and have worked 1250 hours in the last year, you are eligible for FMLA. FMLA may be taken in the event of: the need to care for or to provide comfort to your child, spouse, or parent (or elder relative under certain circumstances) with a serious health condition; or Contact your human resources representative for further information about your eligibility and arrangements to designate your leave as FMLA. See similar questions...

The Family and Medical Leave Act (FMLA) is a federal law that provides certain employees up to twelve weeks unpaid, job-protected leave per year. The FMLA imposes certain notification responsibilities on employers. Notices about FMLA must be publicly posted, and if the employer publishes an employee handbook, the handbook should contain information about FMLA. It also requires that group health benefits be maintained during the leave. See similar questions...

action against your employer must be brought within 2 years after the date of the last event constituting the violation of the Family Medical Leave Act (FMLA). If the violation is willful, then the action may be brought within 3 years after the date of the last event constituting the violation of the Family Medical Leave Act (FMLA). See similar questions...

Yes, you may request a new certification every 30 days, but not more frequently unless there is a change in the employee's condition. If the health care provider puts the employee out for more than 30 days, you may request recertification only after that time expires. A recent DOL opinion letter states that you can request a new recertification annually. See similar questions...

To qualify for FMLA, you must have been employed with SSU continuously for at least 12 months. FMLA allows eligible employees to take up to 12 workweeks of unpaid leave in a 12 month period for birth, adoption, serious health condition or care for a child, spouse or parent with a serious health condition. See similar questions...

employee’s spouse, children (son or daughter), and parents are immediate family members for purposes of FMLA. The term "parent" does not include a parent "in-law". See similar questions...

If you were given notice that your employer has laid you off or if the company closed its doors completely, you would have a qualifying layoff. If the company has you on their records as still employed, you will not be eligible at this time. Contact your company if you have questions about whether or not you are still employer-attached. If they have laid you off, you will want to apply for eligibility as an individual. See similar questions...

The Family Medical Leave Act (FMLA) provides that you may receive damages equal to any wages, salary, employment benefits or other compensation denied or lost by reason of the violation. If the violation is proven to be willful then a court may double the amount of wages, salary or benefit or other compensation lost. You may also be entitled to reasonable attorney’s fees and expenses associated with the litigation of the matter. See similar questions...

Answer: Employees are eligible for Family and Medical Leave (FMLA) if they have been employed by Boston University for at least one year prior to the start of the leave; if they are scheduled to work at least 50% of the time; and if they meet one of the qualifying events under the FMLA. For additional information concerning the FMLA and other categories of leaves of absence available to eligible employees, please refer to the Personnel Policy Manual. See similar questions...

Family and Medical Leave is 12 workweeks (60 days) of job protected leave for eligible employees. It does not specify that you be paid while you are out, but we run Family and Medical Leave in conjunction with our paid leaves. See similar questions...