If you are interested in taking FMLA leave, there are a few things you are required to do. This is not as simple as deciding to take a leave and not showing up at work for an extended period of time.
When it comes to the Family and Medical Leave Act, or FMLA, most employees are familiar with the fact that this is likely available to them.
It is not uncommon for an employee to have questions about the Family and Medical Leave Act. There are times when a person wants to take advantage of the benefits available to him or her, but is unsure of how to move forward or whether or not it could lead to trouble with an employer in the future.
FMLA, also known as The Family and Medical Leave Act, was put into place in 1993 to ensure a good work-personal life balance in regards to medical needs with employees and their families.
Nobody wants to make an FMLA claim, but there are times when this is necessary. This could be the result of a pregnancy, cancer treatment, surgery or psychiatric treatment among other circumstances.
Are you familiar with the Family and Medical Leave Act? Here is a basic definition as provided by the United States Department of Labor: "The FMLA entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave."
Making an FMLA claim is not something most people ever have to think about. There are times, however, when a person feels his or her rights have been violated. As a result, they begin to learn more about FMLA, also known as the Family and Medical Leave Act.
A welder prevailed in federal court against an employer that refused to rehire him following his taking of a medical leave. The court ruled on May 12 that this individual was entitled to liquidated damages pertaining to provisions under the Family Medical Leave Act.
It turns out the term "prospective rights" under a 2009 Family Medical Leave Act amendment is defined as "those allowing an employee to invoke FMLA protections at some unspecified time in the future," so says the U.S. Court of Appeals for the Eleventh Circuit.
After a number of regulatory changes were made regarding the federal Family and Medical Leave Act, some employers’ FMLA policies may not be up to date. To ensure that compliance with the federal law is met, the Department of Labor announced its intent to increase the number of on-site audits that will be conducted based on complaints.