LEGAL NOTICES
FAMILY MEDICAL LEAVE ACT (FMLA)
Family Medical Leave Act (FMLA)
FMLA requires covered employers to provide up to 12 weeks of unpaid, job-protected leave to eligible employees for the
following events:
• Incapacity due to pregnancy, pre-natal medical care or child birth • To care for an employee’s child after birth, or placement for adoption or foster care • To care for an employee’s spouse, son or daughter, or parent, who has a serious health condition; or • A serious health condition that makes an employee unable to perform the employee’s job
Eligible employees with a spouse, son, daughter or parent on active duty or call-to-active-duty status in the National Guard
or Reserves in support of contingency operation may use their 12-week leave entitlement to address certain qualifying
exigencies. Qualifying exigencies may include attending certain military events, arranging for alternative childcare,
addressing certain financing and legal arrangements, attending certain counseling sessions and attending post-
deployment reintegration briefings. During FMLA leave, the employer must maintain the employee’s health coverage under any “group health plan” on the
same terms as if the employee had continued to work. Upon return from FMLA leave, most employees must be restored to
their original or equivalent positions with equivalent pay, benefits and other employment terms. Use of FMLA leave cannot
result in the loss of any employment benefit that accrued prior to the start of an employee’s leave.
Employees are eligible if they have worked for a covered employer for at least one year, for 1,250 hours over the previous
12 months and if at least 50 employees are employed by the employer within 75 miles.
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PRIVATE PREP BENEFITS GUIDE
LEGAL NOTICES
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