No, employers can't retaliate against an employee for alleging a violation of FMLA.

If your employer is covered by FMLA and you're an eligible employee under the statute, then your employer can't deny your request as long as you comply with FMLA's notice and certification requirements and haven't already exhausted your leave for the relevant 12-month period.

Only those employers that reach the minimum requirements must comply with FMLA. All public agencies , including state, federal, and local employers, as well as schools. For private employers, FMLA applies only to those who employed 50 or more employees for at least 20 workweeks during either the current or previous year.

FMLA only applies to certain employees. First, the employee must work for a covered employer (see the question above). Second, the employee must work for the employer for a minimum of 12 months, and at least 1,250 hours during those 12 months, before taking leave under FMLA. Third, the employee's job must take place at a location where at least 50 employees work, or within 75 miles of such a location.

Covered employers must grant FMLA leave for one or more of the following situations: • The employee cannot work because of a serious medical condition. • The employee must care for an immediate family member that has a serious medical condition. • The birth and/or subsequent care of the employee's child. • The placement and/or subsequent care of an adopted or foster care child. • A qualifying exigency from the employee's spouse, child, or parent being on active duty or has been called to active duty for the National Guard or Reserve in support of a contingency operation.

Unfortunately, no. FMLA only allows employees to take leave to care for their own parents, not their in-laws. Your spouse must be the one to take the leave.

It depends. FMLA will only cover care for children over 18 if the child is incapable of self-care because of a serious disability that impacts one of the a major life activities.

FMLA creates four options for employers when calculating the 12-month period they'll use. Employers can select: • The calendar year; • A fixed leave year. This can be based on any 12-month period, such as a fiscal year, or the anniversary of the employee starting with the company; • A 12-month period beginning with the date that an employee's first FMLA leave begins; or • A 12-month period that goes backward from the date that an employee's first FMLA leave begins.

FMLA doesn't guarantee any sort of paid leave. An employee can elect to use paid leave that they've accrued, however. Employers can also require an employee to use paid leave as part of the FMLA leave as long as the employee provides the employer with the proper notification.

SickBank will provide upon verification, to the employee taking FMLA leave payment for days at approximately ½ of your regular hourly wage per day claimed. SickBank will draw from your SickBank account the equivalent of ½ day for every day of FMLA leave requested. For example, if you have your full compliment of 20 sick days, you can claim up to 40 FMLA days (8 weeks) and receive payment. As stated above, FMLA guarantees employees unpaid sick leave for up to 12 weeks (60 work days) without losing one's position or medical benefits. SickBank enhances the benefit by providing some income while on FMLA leave.

Yes. If the purpose of the leave meets the requirements for FMLA leave and the employer provides proper notice in writing that they'll consider the leave as part of the employee's yearly FMLA allotment. This sort of situation typically occurs when an employee takes leave based on worker's comp or maternity/paternity.

Yes, you can cancel your FMLA claim as long as the claim has not been paid. Just go to your claims page, locate the transaction, check the status, if it has not been paid go to the action button to delete the claim.

Yes. FMLA leave covers ongoing treatments by a health care provider, so employees can count therapy sessions that are medically necessary as FMLA leave.

No. An employer can request that you provide some sort of medical certification of your serious medical condition, but you don't have to provide medical records to your employer.

If you fail to provide medical certification of your serious condition, then your employer may be able to cut your leave short. Assuming you've provided the proper certification, however, an employer can't request that you come back to work, even by offering light or part-time work.

You may have to follow your employer's policies on outside employment, but your employer can't otherwise restrict your actions during your leave. This won't apply, however, if the original reason for the leave no longer exists, if you failed to provide medical certification, or if you lied about the reasons for the leave in the first place.

No, but there are a few exceptions. Employers can't interfere with the rights conferred under the FMLA, and employers can't use FMLA leave as a negative factor in any employment decisions such as promotions or terminations. Employers can sometimes deny reinstatement to certain highly-paid, salaried workers, known as key employees.

If an employee is eligible for a bonus prior to taking FMLA leave, the employer can't use the leave as a justification for denying the bonus. However, an employer doesn't have to count the time on FMLA towards a bonus or any accrual of benefits or seniority.

Taking time off work for an illness or to care for a family member isn't only crucial to a healthy life but also required by federal leave law, as you learned from the preceding FMLA FAQs. If you've been fired or otherwise retaliated against for taking your federally protected leave, you may want to speak with an experienced employment law attorney about your legal options.