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Video instructions and help with filling out and completing fmla return to work form
Hey bear my name is Lindsay and I'm a legal researcher with lawsuit legal today we're going to be discussing the Family Medical Leave Act and the employer obligations that it entails the Family Medical Leave Act was passed in 1993 as a federal law that requires employers to premployees with job protected and unpaid leave for qualified medical and family reasons including personal or family illness family military leave adoption and pregnancy the FMLA was intended to balance the demands of the workplace with the needs of the families according to the Department of Labor the Family and Medical Leave Act is administered by the wage and hour division of the United States Department of Labor to be eligible for coverage under the Family and Medical Leave Act employee must have worked for that employer for at least 12 months have worked at least a thousand 250 hours during the 12-month period and work at a location with at least 50 employees that must be within 75 miles of their workplace the FMLA creates four options to calculate a 12-month period the 365 day 12-month calendar year starting January 1st through December 31st a fixed sleeve year in which an employer may select any fixed 12-month period such as a fiscal year or an employee's employment anniversary date a 12-month period beginning with the date that an employee's first FMLA leave begins and a 12-month period that goes backwards from the date and employees first FMLA leave begins your company is covered by the family medical and Leave Act if it has employed 50 or more employees for 20 or more weeks in the current or preceding year an employee is eligible for leave under the FMLA if they are either a full-time employee a part-time employee employees who are on leave and are expected to return to work and employees who work jointly for the company and another company there are three different kinds of leave under the FMLA continuous FMLA leave in which an employee is absent for more than three consecutive business days and has been treated by a doctor intermittent FMLA leave in which an employee is taking time off in separate blocks either hourly daily or weekly increments and reduced scheduled FMLA leave in which an employee needs to reduce the amount of hours they work per day or per week the qualified medical and family causes relief under the FMLA include personal or family illness family military leave pregnancy and birth caring for a seriously ill child spouse or parent and the adoption or the first care placement of a child under the FMLA a serious health condition must fall into one of the following six categories in patient care incapacity for more than three days with continuing treatment by a health care provider in capacity relating to pregnancy or parental care chronic serious health conditions permanent or long-term incapacity and certain conditions requiring multiple treatments new parents both mothers and.