LEGAL NOTICES
FAMILY MEDICAL LEAVE ACT (FMLA)
Eligibility Requirements
An employee who works for a covered employer must meet three criteria in order to be eligible for FMLA leave. The employee must:
• Have worked for the employer for at least 12 months;
• Have at least 1,250 hours of service in the 12 months before taking leave;* and
• Work at a location where the employer has at least 50 employees within 75 miles of the employee’s worksite.
*Special “hours of service” requirements apply to airline flight crew employees.
Generally, employees must give 30- days’ advance notice of the need for FMLA leave. If it is not possible to give 30 - days’ notice , an
employee must notify the employer as soon as possible and, generally, follow the employer’s usual procedures.
Employees do not have to share a medical diagnosis, but must provide enough information to the employer so it can determine if the
leave qualifies for FMLA protection. Sufficient information could include informing an employer that the employee is or will be unable to
perform his or her job functions, that a family member cannot perform daily activities, or that hospitalization or continuing medical
treatment is necessary. Employees must inform the employer if the need for leave is for a reason for which FMLA leave was previously
taken or certified.
Employers can require a certification or periodic recertification supporting the need for leave. If the employer determines that the
certification is incomplete, it must provide a written notice indicating what additional information is required.
Employer Responsibilities
Once an employer becomes aware that an employee’s need for leave is for a reason that may qualify under the FMLA, the employe r
must notify the employee if he or she is eligible for FMLA leave and, if eligible, must also provide a notice of rights and responsibilities
under the FMLA. If the employee is not eligible, the employer must provide a reason for ineligibility.
Employers must notify its employees if leave will be designated as FMLA leave, and if so, how much leave will be designated as FMLA
leave.
Enforcement
Employees may file a complaint with the U.S. Department of Labor, Wage and Hour Division, or may bring a private lawsuit against an
employer.
The FMLA does not affect any federal or state law prohibiting discrimination or supersede any state or local law or collective bargaining
agreement that provides greater family or medical leave rights.
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