Employees in Connecticut and throughout the rest of the U.S. are entitled to take unpaid, job-protected leave for a serious health condition by the hour, if they wish, and need not schedule the time off in advance. The practice is called “unscheduled, intermittent FMLA leave.” It is
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In Georgia and elsewhere, if an employee does not return to work after exhausting his or her FMLA leave, the employer has the right to terminate that worker. FMLA is the federal Family and Medical Leave Act of 1993. It provides eligible employees up to 12 weeks
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Prior to 1993, an employee could be terminated for missing a couple of weeks from work, even if the worker had suffered a heart attack, or was caring for a seriously ill child. After 1993, that changed. The federal Family and Medical Leave Act was established
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The federal Family and Medical Leave Act of 1993 or FMLA provides eligible employees up to 12 weeks of unpaid, job-protected leave for serious medical conditions, such as a heart attack or cancer. Other types of health problems are covered under FMLA, including pregnancy disability.
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Some confusion exists concerning the worker’s job while he or she is on FMLA leave. Employers and employees often think the law requires the company to “hold a job open” while the worker is absent. The term “hold a job open” is the cause of the confusion.
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Nevada employers are sometimes confused by the job protection clause of FMLA (Family and Medical Leave Act). Often, companies understand job protection to mean that they have to “hold a job open” for an employee on FMLA. This is a common misconception with both employers and employees,
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Idaho employers and employees often think that when a worker is on FMLA leave, the company is required to “hold a job open” while the worker is absent. This assumption is incorrect. The FMLA (Family Medical and Leave Act) applies to what happens when an employee returns
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Pennsylvania employees have wondered if federal or state law requires their employer to “hold a job open” for an employee on FMLA. Pennsylvania employers often ask the same questions. The answer is yes, but it does not mean that the company has to leave that position vacant
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Recently an employee was awarded $166,500 in a discrimination suit. The worker had a hearing impairment, and was subjected to taunts like “You got your ears on?” and “CAN YOU HEAR ME NOW?”. This created a hostile work environment for the employee and she filed a complaint. Unfortunately, she
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Whether an Oregon employee needs to take 12 weeks off at a stretch or takes an hour or two at a time, he or she is entitled to job protection. The law regulating leave is the Family and Medical Leave Act of 1993, or the FMLA. If
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With a few exceptions, employees who go beyond their allotted 12-week leave time under the Family and Medical Leave Act of 1993, or FMLA, should not expect to have their jobs waiting for them when they return to work. It applies in Iowa as well as in
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The Family and Medical Leave Act of 1993, or FMLA, is a relatively generous plan to allow workers facing serious illnesses or other situations to take time off. Employees should understand, however, that there are limits to the FMLA. The law allows as much as 12 weeks
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Unless there is a union contract in place, In Nebraska and elsewhere workers who take more than 12 weeks of unpaid FMLA leave in a year are at risk. After the 12 weeks of leave are exhausted, an employer is under no legal obligation to return an employee to
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Workers in Wisconsin are concerned about the length of short term disability leave and job security while on leave. For example, if a worker has taken 9 weeks of disability leave, can he or she go on disability again? Can that same worker be terminated for taking so much
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California employees are allowed to take up to one year of leave for disability. Rhode Island, Hawaii, New Jersey and New York have similar laws, though not so generous. All other states must use FMLA leave for extended time from work.
FMLA (Family and Medical Leave Act) leave is
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Light duty positions are assigned as available. Florida employers are not bound by Florida law or by federal law to provide a light duty position if a job isn’t available. In fact, neither federal nor Florida laws address light duty at all. Several cases have been tried in the
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In 2007, the U. S. Department of Labor stated that unscheduled, intermittent FMLA leave was a major concern for companies in Virginia and across the country. FMLA (Family and Medical Leave Act of 1993) permits eligible employees to take up to 12 weeks of job-protected, unpaid leave
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When employees are out on FMLA leave (Family and Medical Leave Act), do the employers have to “hold their jobs open”? This question is asked by both employees and employers. Employers mistakenly assume that when a worker is on FMLA, the company must leave that slot vacant,
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Short term disability benefits are mandated by state law in California, Hawaii, New Jersey, New York and Rhode Island. New York, New Jersey and Hawaii offer benefits for 26 weeks. Rhode Island’s benefits last up to 30 weeks, and California provides benefits for 52 weeks. All of
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Employers are not required to pay their workers for sick time in Montana or anywhere else in the nation. Montana law does not require it, nor does federal law. Offering paid sick time is completely the choice of each employer. The only exception applies to those companies
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In Indiana and all of the other states in the U. S., employees are allowed by the federal FMLA (Family and Medical Leave Act of 1993) to take up to 12 weeks of leave for a variety of reasons. Included in those reasons are serious health problems for the
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Employees in Texas and across the country must return to work after using all their FMLA leave. If they are unable to do so, the employer may terminate them. This option applies to both union and non-union employers. FMLA (Family and Medical Leave Act of 1993) allows
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When an employee has a serious medical condition, that worker is entitled to up to 12 weeks of unpaid, job-protected leave. This leave for Maryland employees, and for all employees in the United States, is provided by the federal FMLA (Family and Medical Leave Act of 1993). The worker
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When a Connecticut employee or any employee in the U. S. has a serious medical condition, or needs to care for an ill child, parent or spouse, they are entitled to unpaid, job-protected leave under the federal FMLA (Family and Medical Leave Act of 1993). When the FMLA leave
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Employees in Delaware and across the United States who are covered by FMLA (Family and Medical Leave Act of 1993) are allowed to take up to 12 weeks of leave for family and medical conditions. This leave is unpaid and job-protected, which means the employee is guaranteed a job
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In February 2008, new FMLA (Family and Medical Leave Act of 1993) regulations were released. The new regulations were a response to a much debated topic regarding intermittent FMLA leave. When FMLA was enacted, its purpose was to provide eligible employees 12 weeks of unpaid, job-protected leave
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The FMLA (Family and Medical Leave Act) of 1993 provides employees with up to 12 weeks of unpaid, job-protected leave per year for a variety of reasons. Included in those reasons are serious health problems for the employee, and childbirth. In addition, FMLA allowed eligible employees to
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Here’s an interesting HR problem from New Mexico. A full-time employee returns to work after 10 weeks of FMLA. Her supervisor says that he has hired someone new, and can only give the returning employee half of her normal hours. The HR department says that he has to give
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When an Maryland employee has a serious health condition, or is expecting a baby, or incurs a variety of other scenarios, that worker may be eligible to take up to 12 weeks of leave. The leave is job-protected and unpaid, and provides the employee up to 480
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Under regulations of the federal Family and Medical Leave Act, in Indiana, if an employee takes FMLA leave he or she is guaranteed job protection upon returning to work. The employee can take up to 12 weeks of unpaid leave with the assurance that when he or she
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