The Family and Medical Leave Act of 1993, commonly called the FMLA, guarantees workers in Colorado and the rest of the U.S. the right to as many as 12 weeks of unpaid, job-protected leave annually. The time may be taken at the birth of a child or
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If a Utah employee is on short term disability for 11 weeks, can he or she be terminated for being away from work too much? Is short term disability restricted to only once a year, or can a worker utilize benefits more than once per 12 months?
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Many employees are surprised to learn that there is no federal maternity leave law. Instead, most employees are entitled to unpaid FMLA leave for pregnancy, childbirth or baby bonding under FMLA. The federal FMLA (Family and Medical Leave Act of 1993) provides up to 12 weeks of
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There are a number of states in the U.S. that have enacted family leave laws on the state level including California, Connecticut, Hawaii, Idaho, Maine, Minnesota, New Jersey, Oregon, Rhode Island, Vermont and Wisconsin. Alabama is not one of these states, however, and workers are concerned
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In the majority of situations, if an employee is still unable to return to work after exhausting his or her FMLA leave, that employee could be terminated. This is true in Colorado and elsewhere, and can apply even if the employer is a union. The
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Many employees wonder “Can a Colorado employee be terminated just because she is on maternity leave?” The answer is no. Terminating an employee specifically because she is pregnant or on maternity leave is discrimination, and is prohibited by the federal Pregnancy Discrimination Act (PDA) and other laws.
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Many employees wonder if it is legal to terminate an employee for taking maternity leave in Georgia. In most cases, the answer is no, but there are exceptions. Eleven states in the U.S. have enacted family leave laws. The laws in these states vary from each
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Under FMLA or the Family and Medical Leave Act of 1993, eligible employees are entitled to take up to 12 weeks of unpaid leave for certain medical and health situations. Included in these situations are serious illness of the employer, (cancer, heart attack, etc.), caring for a seriously ill
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There are several programs available for employees who are injured, pregnant or have a “serious medical condition”. A worker with a “serious medical condition” could be eligible for FMLA (Family Medical and Leave Act) leave, which provides up to 12 weeks of unpaid, job-protected leave.
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New Hampshire and the majority of states are covered under the federal Family and Medical Leave Act of 1993 (FMLA). This Act allows employees to take up to 12 weeks of unpaid leave for a variety of purposes, including childbirth, adoption of a newborn, or the recent placing of
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Under federal law, a New York employee can be laid off under certain circumstances. However, generally an employee cannot be laid off solely because she is pregnant, or on maternity leave. Several states, including New Jersey, Rhode Island, Washington and others, have enacted their own family leave
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What is the one aspect of the Family and Medical Leave Act of 1993 that most concerns employees and employers in Alabama? Without question, in Alabama as well as elsewhere around the country it is the fact that the FMLA allows for so-called “intermittent, unscheduled” leave time.
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Employees in Kansas and elsewhere nationwide now have to report in advance if the employee is taking intermittent leave under the FMLA. Under new regulations, workers must follow their companies’ call-in regulations when they take unscheduled, intermittent leave time off. Unscheduled, intermittent leave is one
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In New Jersey and elsewhere nationwide, with the exception of employees in some states that have passed more generous family leave laws, most workers are vulnerable to losing their jobs if their unpaid FMLA leave extends beyond 12 weeks long. Anyone who wishes specific information about a
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Not all employers like the fact, but the FMLA (Family and Medical Leave Act of 1993) allows workers to use their unpaid, job-protected leave intermittently, as little as an hour or two at a time. In Massachusetts as well as elsewhere around the U.S., unscheduled intermittent leave
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Title VII of the Civil Rights Act of 1964 prohibits discrimination against protected groups in employment situations. This includes workers who have been put on light duty restriction. Employers must treat these cases equally and fairly, or face illegal discrimination charges. No federal law or North Dakota
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The Family and Medical Leave Act of 1993 (FMLA) allows eligible employees to take up to 12 weeks of unpaid, job-protected leave per 12 month period for certain personal and medical conditions. To be eligible an employee must have worked for that employer at least 1,250 hours in the
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When employees take FMLA (Family and Medical Leave Act) leave, they are ensured by law to keep their jobs. Companies have often mistakenly assumed that they must “keep the job open” or vacant, while the employee is on FMLA leave. Workers, too, often ask, “While I’m on FMLA leave,
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The FMLA (Family and Medical Leave Act) provides unpaid, job-protected leave to workers for various medical and personal situations. The term job-protected often confuses both employers and employees. Several Maryland workers have asked if their employer is legally required to “hold their job open” while they are
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Both employers and employees are often confused about what happens to the worker’s job when he or she is on FMLA leave (Family and Medical Leave Act). Several employees have asked if their company is legally required to “hold their job open”, while they are on leave. Employers are
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The Family and Medical Leave Act (FMLA) requires that when a worker is out on leave, he or she be still considered employed by that company. The employer may not terminate that worker simply because he or she is absent. This concept can be confusing for Alabama
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Many Virginia companies offer short term disability benefits to their workers. Some offer benefits after the employee has used up all accrued sick and vacation leave. Other companies provide disability benefits as an option with the company group health insurance, usually at an additional cost. Though many
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Can Missouri employees on maternity leave be fired or laid off? The answer is generally no, but there are circumstances where it is legal to terminate someone on leave. The federal Family and Medical Leave Act of1993 (FMLA) provides family leave to employees for childbirth,
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Louisiana employees often ask the following question. “Can a worker on maternity leave be fired or laid off?” The answer depends on the circumstances. Generally, under the federal FMLA (Family and Medical Leave Act of 1993), eligible employees are allowed to take up to 12 weeks of
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In Virginia, several employees are curious if an employee on maternity leave can be fired or laid off. Generally, the answer is no, but there are exceptions. First of all employees are eligible to take up to 12 weeks of family under federal law FMLA (Family and
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The federal FMLA applies to employees in almost every state. There are eleven states, however, that have established their own laws for family leave. When Oklahoma workers ask if an employee on maternity leave can be fired or laid off, FMLA applies. In the other states, such as California,
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Federal law allows employees to take leave for certain reasons. The FMLA (Family and Medical Leave Act of 1993) provides workers with up to 12 weeks of unpaid, job-protected leave for childbirth, bonding with a new baby or caring for a newly fostered child. Indiana employees are
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New federal FMLA (Family and Medical Leave Act of 1993) regulations were issued in February of 2008 to clarify a much-debated aspect of the FMLA laws. The regulations specifically state that an eligible employee may take unscheduled, intermittent FMLA leave for health and family reasons as before.
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Many questions arise regarding Delaware employees on FMLA returning to work. If the employee’s supervisor says she is entitled only to part-time work, but the HR department says she must be returned to full-time status, who is right? The Human Resources (HR) department is interpreting FMLA correctly
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Is a Kentucky employee entitled to the same job after FMLA leave? In most cases, the answer is yes. The federal Family and Medical Leave Act (FMLA) provides unpaid, job-protected leave, so the employee should return to the same job, or a job with the same wages, benefits and
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