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

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

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.

The Family and Medical Leave Act, effective August 5, 1993, requires an employer to maintain coverage under any group health plan for an employee on FMLA leave under the same conditions coverage would have been provided if the employee had continued working. Coverage provided under the FMLA is not COBRA coverage, and FMLA leave is not a qualifying event under COBRA.

For birth or adoption of a child, including the placement of a child for foster care and the care for such a child Because of the employee's serious health condition that makes him/her unable to perform the essential functions of his/her job

A. You accrue seniority while you are on paid FMLA leave. You do not accrue any seniority while on unpaid FMLA leave.

A. If the need for your leave is foreseeable, you must provide advance written notice to your supervisor using the Leave Request Form available in the Office of Human Resources (HR) or at their website: http://hr.cocc.edu under forms. Also, please contact Human Resources immediately at 383-7216 for an appointment to discuss your rights and responsibilities.

Eligible employees are entitled to up to 12 weeks of leave during a 12-month period for certain family and medical reasons.

A staff member who has met the eligibility requirements for FMLA can take up to 12 weeks of unpaid leave within a 12-month rolling calendar from the date the FMLA leave begins.

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.

Answer: If you are an "eligible" employee, you are entitled to 12 weeks of leave for certain family and medical reasons during a 12-month period. See C.F.R. 825.200 Answer: It can. FMLA leave and workers compensation leave can run together, provided the reason for the absence is due to a qualifying serious illness or injury and the employer properly notifies the employee in writing that the leave will be counted as FMLA leave. See C.F.R. 825.207(2) Answer: Yes.

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.

A. You will receive pay only if you have paid leave (sick, vacation)* available to use. In fact, it is College policy that you must use your leave accruals before you go on leave without pay during your FMLA leave. In order of priority this would include sick leave and vacation. You are not required to use compensatory leave before going on leave without pay.

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.

Not having the item/money they offered for your item and you have to settle for something else or not being able to trade the item at all with them. Stealing your item/money. This one is avoidable if you use the trade window carefully and/or the in-game.

A. No. It runs concurrently. FMLA leave does not start after paid leave is used up. The FMLA designation is based on the reason you are taking the leave, not whether you are on paid leave or unpaid leave. The law gives you protection regardless of pay status. FMLA actually protects your job, unlike sick leave, because you cannot be disciplined for missing time for an FMLA reason. If you have questions about sick leave, refer to your Collective Bargaining Agreement or handbook.

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.

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.