Form Wh-384385 - Employee Rights And Responsibilities Under The Family And Medical Leave Act
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16EMPLOYEE RIGHTS AND RESPONSIBILITIES
UNDER THE FAMILY AND MEDICAL LEAVE ACT
Basic Leave Entitlement
a regimen of continuing treatment, or incapacity due to pregnancy, or
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FMLA requires covered employers to provide up to 12 weeks of unpaid,
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job-protected leave to eligible employees for the following reasons:
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Leave can be taken intermittently or on a reduced leave schedule when
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leave for planned medical treatment so as not to unduly disrupt the
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Military Family Leave Entitlements
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Eligible employees whose spouse, son, daughter or parent is on covered
Employees may choose or employers may require use of accrued paid
active duty or call to covered active duty status may use their 12-week
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exigencies may include attending certain military events, arranging for
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attending certain counseling sessions, and attending post-deployment
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Employees must provide 30 days advance notice of the need to take
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FMLA also includes a special leave entitlement that permits eligible
possible, the employee must provide notice as soon as practicable and
employees to take up to 26 weeks of leave to care for a covered service-
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(1) a current member of the Armed Forces, including a member of the
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National Guard or Reserves, who is undergoing medical treatment,
if the leave may qualify for FMLA protection and the anticipated timing
recuperation or therapy, is otherwise in outpatient status, or is otherwise
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employee is unable to perform job functions, the family member is unable
or (2) a veteran who was discharged or released under conditions other
to perform daily activities, the need for hospitalization or continuing
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treatment by a health care provider, or circumstances supporting the need
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veteran, and who is undergoing medical treatment, recuperation, or
the requested leave is for a reason for which FMLA leave was previously
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Covered employers must inform employees requesting leave whether
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coverage under any “group health plan” on the same terms as if the
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Covered employers must inform employees if leave will be designated
employees must be restored to their original or equivalent positions
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FMLA makes it unlawful for any employer to:
Employees are eligible if they have worked for a covered employer for at
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least 12 months, have 1,250 hours of service in the previous 12 months*,
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made unlawful by FMLA or for involvement in any proceeding under
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A serious health condition is an illness, injury, impairment, or physical
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or mental condition that involves either an overnight stay in a medical
care facility, or continuing treatment by a health care provider for a
FMLA does not affect any Federal or State law prohibiting discrimination,
condition that either prevents the employee from performing the functions
or supersede any State or local law or collective bargaining agreement
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Subject to certain conditions, the continuing treatment requirement may
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be met by a period of incapacity of more than 3 consecutive calendar days
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combined with at least two visits to a health care provider or one visit and
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