Blog: FMLA

• Employees must be reinstated to the same or equivalent job
• Health benefits must be maintained during leave
• Employees are still responsible for their share of premiums, even during intermittent absences
• Communicate clearly about benefit contributions and payment during

• Define how you measure the 12-month period (e.g., calendar year, rolling backward, etc.)
• Carefully track and document intermittent and reduced schedule leave usage
• Ensure supervisors understand not to penalize employees for FMLA absences

• It is a private-sector employer with 50 or more employees in 20 or more workweeks in the current or previous calendar year
• It is a public agency (regardless of the number of employees)
• It is a public or private elementary or secondary school (regardless of the number of employees)

• Employee's own serious health condition
• To care for a spouse, child, or parent with serious condition
• Birth

FMLA Notices Requirements

• Work for a covered employer
• Have worked at least 12 months (not necessarily consecutively)
• Have worked at least 1,250 hours in the past 12 months
• Work at a location with 50+ employees within a 75-mile radius

An employee informs you they need surgery and will be out of work for six weeks. This single event doesn't just trigger one HR process; it sets off a chain reaction across a landscape of complex federal laws. First, you have a request for leave under the Family and Medical Leave Act (FMLA). As the employee recovers, they may need workplace adjustments, bringing the Americans with Disabilities Act (ADA) into play. If the employee ultimately decides to leave the company due to their condition, ...