Overview
Covered employers must grant an eligible employee up to a total of 12 workweeks of unpaid leave during any 12-month period for one or more of the following reasons:
- for the birth and care of the newborn child of the employee;
- for placement with the employee of a son or daughter for adoption or foster care;
- to care for an immediate family member (spouse, child, or parent) with a serious health condition; or
- to take medical leave when the employee is unable to work because of a serious health condition.
Your job is protected by law - yes, there are guidelines you must meet to be qualified-
- FMLA is NOT paid leave
- In order to be eligible to take leave under the FMLA, an employee must
- (1) work for a covered employer,
- (2) work 1,250 hours during the 12 months prior to the start of leave,
- (3) work at a location where 50 or more employees work at that location or within 75 miles of it, and
- (4) have worked for the employer for 12 months.
- The 12 months of employment are not required to be consecutive in order for the employee to qualify for FMLA leave. The regulations clarify, however, that employment prior to a continuous break in service of seven years or more need not be counted unless the break in service is (1) due to an employee’s fulfillment of military obligations, or (2) governed by a collective bargaining agreement or other written agreement.
- You must have written documentation from a medical professional documenting the reason why you would need to be absent from your job for any extended length of time.
