Columbus Employment Law Attorneys
What is the Family And Medical Leave Act (FMLA)?
Codified as 29 USC Section 2601 et seq. in the United States Code, the FMLA requires employers with 50 or more workers to provide eligible employees up to 12 weeks of unpaid, job-protected leave in a 12-month period to care for a newborn, newly placed adopted or foster child, to care for a seriously ill child, spouse, or parent; or for the employee’s own illness.
What are the purposes of the FMLA?
The FMLA was enacted to provide law which assists families in balancing the demands of the workplace and the needs of families along with promoting economic security, family stability, and the preservation of family integrity. As a result, the FMLA creates an entitlement in many instances for employees to take reasonable leave for medical reasons, the birth or adoption of a child, or care of a child, spouse, or parent who has a serious health condition.
Who is an eligible employee?
Under federal law (29 USC Section 2611(2) (A) and Title I of the FMLA), an individual is an "eligible employee" under the FMLA if:
Who is an eligible employer under the FMLA?
The FMLA defines an "employer" eligible to be covered by the Act as:
What is a permissive leave entitlement?
Under federal law (29 USC Section 2612(a)(1), a permissive leave entitlement includes:
If you meet the criteria of an "eligible employee", possess a "permissive leave entitlement", and your employer meets the requirements of coverage under the FMLA, what must employers do to not violate the law?
The employer must provide up to 12 weeks of unpaid leave and allow the employee to return to their original job or be given an equivalent job when they are able to return to work.
Please note that this discussion on the Family And Medical Leave Act (FMLA) is extremely general and not intended to educate one fully to this legal subject. It can not. The intent of this discussion is to provide some general information to Ohio employees regarding some of their legal protections.
Please note that e-mail sent on an employer’s computer system will probably be considered property of the employer and maybe read or printed by the employer with or without your permission and could be the subject of discipline.
For more information, contact an attorney at our firm. From our office in Dublin, we represent clients throughout the Columbus metro area and central Ohio.