Sentences with phrase «fmla leave it is»

When FMLA leave is taken, the employer can't fire the employee because they took leave, the employer must continue to furnish health benefits just as if the employee was still working.

It's a given: Intermittent FMLA leave is a giant thorn in the side of HR people everywhere.

Although FMLA Leave is unpaid, many employers allow you to substitute this for your remaining paid leave.

Not exact matches

The employer should make sure that they have a legitimate case against the employee in this instance because many situations are covered by the Family and Medical Leave Act (FMLA) and other laws that protect employees.

If an employee wants to work part time to take care of an ailing spouse or a sick child, this should be treated as a «demand» for FMLA leave (Family and Medical Leave Act) and not a «request» for a flexible scheleave (Family and Medical Leave Act) and not a «request» for a flexible scheLeave Act) and not a «request» for a flexible schedule.

With the number of female founders on the rise, it is no longer uncommon to publicly discuss the challenges of raising capital while visibly pregnant, how long one can put off starting a family, or what constitutes an appropriate maternity leave plan for businesses that are not large enough to require adherence to the Family and Medical Leave Act (Fleave plan for businesses that are not large enough to require adherence to the Family and Medical Leave Act (FLeave Act (FMLA).

The maximum 3 - year period is a combined limit for suspensions based on qualifying enrollment and suspensions based on a qualifying reason for leave under the Family and Medical Leave Act (Fleave under the Family and Medical Leave Act (FLeave Act (FMLA).

For example, if the chef suffered an injury or the hostess has a family member who suffers from a serious health condition where medication must be refrigerated or equipment must be powered, and they reside in an area left powerless and therefore require time off to see to this, then this could trigger an FMLA issue.

FMLA also requires employers to provide health insurance during the time the employee is on leave.

(FYI, even if you tell your employer in the middle of FMLA, they CAN NOT fire you — it is job protected leave)

If you work for an employer that has over 50 employees, then you should be eligible for Family Medical Leave (FMLA)(that is if you have worked there at least a year and have worked a minimum of 1020 hours).

My employees can get Medicaid even if they are still employed, but on FMLA leave with out pay.

The Family and Medical Leave Act (FMLA) turned 25 this week, but LGBTQ parents are less likely than others to have access to paid leave, a recent article remindLeave Act (FMLA) turned 25 this week, but LGBTQ parents are less likely than others to have access to paid leave, a recent article remindleave, a recent article reminds us.

Current United States maternity leave policy is directed by the Family and Medical Leave Act of 1993 (FMLA), which includes a provision mandating 12 weeks of unpaid leave annually for mothers of newborn or newly adopted chilleave policy is directed by the Family and Medical Leave Act of 1993 (FMLA), which includes a provision mandating 12 weeks of unpaid leave annually for mothers of newborn or newly adopted chilLeave Act of 1993 (FMLA), which includes a provision mandating 12 weeks of unpaid leave annually for mothers of newborn or newly adopted chilleave annually for mothers of newborn or newly adopted children.

Their parental leave is not unprotected as is the case with many low - income parents whose jobs aren't even covered by the FMLA, but it is still under - protected in that they can not enjoy their full rights and their bonds with their infants may still suffer.

In fact, the Family and Medical Leave Act (FMLA) of 1993 allows women up to 12 weeks of unpaid leave, but only half of women are eligible and many can't afford to stop working, according to the sLeave Act (FMLA) of 1993 allows women up to 12 weeks of unpaid leave, but only half of women are eligible and many can't afford to stop working, according to the sleave, but only half of women are eligible and many can't afford to stop working, according to the study.

Several states mandate paternity leave that is more inclusive than leave under the FMLA.

Some dads have time off available to use right after the birth of a new baby, or they may be able to take Paternity leave or FMLA to spend time at home.

The Family and Medical Leave Act (FMLA) is at the top of almost everyone's list of difficult employment laws to administer.

Under the Family and Medical Leave Act of 1993 (FMLA), many employees are entitled to a total of up to 12 workweeks of unpaid leave during any 12 - month period for the following purpLeave Act of 1993 (FMLA), many employees are entitled to a total of up to 12 workweeks of unpaid leave during any 12 - month period for the following purpleave during any 12 - month period for the following purposes:

If requested and taken immediately following a Pregnancy Disability Leave, a Postdoctoral Scholar eligible for FML under the FMLA / CFRA at the beginning of her Pregnancy Disability leave shall be granted the unused portion of FMLA / CFRA leave for Parental Leave purposes, up to a maximum of twelve (12) workweeks pursuant to statute in a calendar Leave, a Postdoctoral Scholar eligible for FML under the FMLA / CFRA at the beginning of her Pregnancy Disability leave shall be granted the unused portion of FMLA / CFRA leave for Parental Leave purposes, up to a maximum of twelve (12) workweeks pursuant to statute in a calendar leave shall be granted the unused portion of FMLA / CFRA leave for Parental Leave purposes, up to a maximum of twelve (12) workweeks pursuant to statute in a calendar leave for Parental Leave purposes, up to a maximum of twelve (12) workweeks pursuant to statute in a calendar Leave purposes, up to a maximum of twelve (12) workweeks pursuant to statute in a calendar year.

Some employees are covered by the Family Medical Leave Act (FMLA), which provides for up to 12 work weeks of unpaid, job - protected maternity lLeave Act (FMLA), which provides for up to 12 work weeks of unpaid, job - protected maternity leaveleave.

Tustin, CA About Blog At Hogie & Campbell our commitment to employment law has brought together Employment Lawyers that are experienced at fighting for employees who have suffered from Workplace Discrimination, Disability Discrimination, Sexual Harassment, Race Discrimination, Gender Discrimination, Pregnancy Discrimination, denied Pregnancy Disability Leave (PDL) or Family Medical Leave (FMLA) and more.

A covered employer is required to maintain group health insurance coverage, including family coverage, for an employee on FMLA leave on the same terms as if the employee continued to work.

My company also offers up to 12 weeks of Family and Medical Leave Act (FMLA) time, which is like a sabbatical or something.

Contrary to your post it's my understanding that if sick and vacation time accrue in to a single PTO bucket your employer is prohibited from requiring employees to exhaust accrued time prior to beginning FMLA leave.

This implies that in instances of unpaid leave that are not approved through FMLA, if you want to maintain health insurance you will have to pick up the tab.

The Family Medical Leave Act (FMLA) is a federal return to work law, which provides unpaid job security for up to twelve weeks.

If you believe you are eligible for a suspension based on this qualifying reason for leave under the FMLA, contact us!

The maximum 3 - year period is a combined limit for suspensions based on qualifying enrollment and suspensions based on a qualifying reason for leave under the Family and Medical Leave Act (Fleave under the Family and Medical Leave Act (FLeave Act (FMLA).

Tustin, CA About Blog At Hogie & Campbell our commitment to employment law has brought together Employment Lawyers that are experienced at fighting for employees who have suffered from Workplace Discrimination, Disability Discrimination, Sexual Harassment, Race Discrimination, Gender Discrimination, Pregnancy Discrimination, denied Pregnancy Disability Leave (PDL) or Family Medical Leave (FMLA) and more.

Under the Family and Medical Leave Act, employees are not eligible for FMLA leave if there are fewer than 50 employees within 75 miles of a work site — even if employers meet all other conditLeave Act, employees are not eligible for FMLA leave if there are fewer than 50 employees within 75 miles of a work site — even if employers meet all other conditleave if there are fewer than 50 employees within 75 miles of a work site — even if employers meet all other conditions.

In the first section, you learned the definition of FMLA, Family Medical Leave Act which employers are required to comply with, and which employees can become eligible.

She claims General Nutrition Corp. failed to notify her that her leave could be designated as FMLA leave.

FMLA is short for Family Medical Leave Act.

CFRA leave can not be used in addition to the FMLA leave.

There are additional laws in place that can protect your rights including the California Family Rights Act (CFRA) and Family Medical Leave Act (FMLA).

For the most part, employees eligible for leave under the FMLA will not be entitled to leave as a reasonable accommodation under the ADA, either because they do not meet the ADA's definition of disability or the need for leave is unrelated to their qualifying disability.

Employees in Connecticut are protected under the Family and Medical Leave Act (FMLA) to take leave when ill, when family members are ill or when they are having a cLeave Act (FMLA) to take leave when ill, when family members are ill or when they are having a cleave when ill, when family members are ill or when they are having a child.

For example, an employer may contact an employee on FMLA leave to request a password to access a file, to locate paperwork, or to obtain a quick update on where a particular matter was left.

Employees who have worked over 1,250 hours during a 12 month period are considered eligible for leave under the FMLA.

Most employers under FMLA are required to offer up to 12 weeks of unpaid leave with the guarantee that you can return to your job afterward with no change to your salary, benefits, and / or seniority.

Have worked at least 1,250 hours during the 12 months prior to the start of the FMLA leave; and, work at a location where at least 50 employees are employed at the location or within 75 miles of the location.

Your responsibility as a covered employer (50 or more employees) under FMLA is to provide up to 12 - weeks of unpaid leave yet maintain active job status for eligible employees.

In its decision, the Court concluded that leave requests beyond FMLA that extend for more than a brief period of time are never required under the ADA.

Proper application of FMLA leave entitlements is a regular part of any covered employers operations.

The Birmingham employment lawyers are actively involved in providing employers with prompt advice and guidance on an array of issues including wage and hour compliance under the Fair Labor Standards Act (FLSA), drug and alcohol testing, leave - of - absence issues under the Family and Medical Leave Act (FMLA), the Americans with Disabilities Act (ADA), employee benefit programs, employee / workplace investigations and employee discipline and dischleave - of - absence issues under the Family and Medical Leave Act (FMLA), the Americans with Disabilities Act (ADA), employee benefit programs, employee / workplace investigations and employee discipline and dischLeave Act (FMLA), the Americans with Disabilities Act (ADA), employee benefit programs, employee / workplace investigations and employee discipline and discharge.

When an employee takes leave under the Family and Medical Leave Act («FMLA»), the employee is expected to specify a return - to - work leave under the Family and Medical Leave Act («FMLA»), the employee is expected to specify a return - to - work Leave Act («FMLA»), the employee is expected to specify a return - to - work date.

Mr. Mazaheri is academically and professionally involved with the Federal Labor Legislative Committee of the America Bar Association Labor & Employment Law Section, where he has given time as a contributing author to Mid-Winter reports for the subcommittees of the Fair Labor Standards Act (FLSA), Family Medical Leave Act (FMLA), Age Discrimination in Employment Act (ADEA) and the Uniform Services Employment & Reemployment Rights Act (USERRA), as well as actively participating with the National Employment Lawyers Association (NELA).

By contrast, the secondary employer has a so - called «conditional reinstatement obligation» and is responsible only for accepting the employee returning from FMLA leave.