Explaining the provisions of the FMLA
The Family and Medical Leave Act (FMLA) entitles eligible workers to take unpaid leave for family or medical reasons without the risk of being permanently taken off the company's payroll.
The Wage and Hour Division of the U.S. Department of Labor's Employment Standards Administration administers and enforces the act for private, state and local government workers, as well as some federal employees.
To be eligible for FMLA benefits, employees must have worked for a covered employer for at least 1,250 hours over a period of at least one year. Up to 12 workweeks of unpaid leave must be granted during any 12-month period for certain circumstances. These include the birth and care of a newborn, the care of an immediate family member with a serious health condition, the employee's own health condition, or qualifying exigencies related to a family member in the military.
In October 2009, the amendments pertaining to qualifying exigencies were expanded from just members of the National Guard or Reserves to covered family members in the Regular Armed Forces as well.
The Wage and Hour Division of the U.S. Department of Labor's Employment Standards Administration administers and enforces the act for private, state and local government workers, as well as some federal employees.
To be eligible for FMLA benefits, employees must have worked for a covered employer for at least 1,250 hours over a period of at least one year. Up to 12 workweeks of unpaid leave must be granted during any 12-month period for certain circumstances. These include the birth and care of a newborn, the care of an immediate family member with a serious health condition, the employee's own health condition, or qualifying exigencies related to a family member in the military.
In October 2009, the amendments pertaining to qualifying exigencies were expanded from just members of the National Guard or Reserves to covered family members in the Regular Armed Forces as well.
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